| How to use Flexible
Work to achieve a better Work-Life Balance |
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There is a range of flexible employment practices
which can be used to achieve a better work life balance. Here is a
Flexibility Checklist which offers a menu of solutions:
| Solution |
Work-Life
benefits |
| Flexible
hours |
Arrangements for flexible hours
working can be of particular benefits for parents with younger
children, who need taking to/from school, or people with other
caring requirements. There are a wide range of models of
flexible hours arrangement, which allow employees greater or
lesser autonomy. Simply not having to be at the office at 9 in
the morning
can relieve much of the stress of domestic management.
Travelling outside of rush hour can take stress out the
beginning and end of the day. |
| Part-time
work |
For most people, there are times
when working full time causes excessive conflict with other
life commitments. Part-time work should be an attainable
option - without loss of benefits or becoming marginalised in
the organisation.
Part-time work is particularly beneficial for people with
substantial caring commitments, or who are returning to work
after looking after young children. |
| Jobshare |
Jobshare is a particular type of
collective part-time arrangement, where an individual can be
assured that the job is being carried out properly by
someone else when they are not working.
Organisations should look to part-time work and jobsharing as
a means of retaining skilled staff whose skills might
otherwise be lost. |
| Term-time
working |
Term-time working is a
particularly family-friendly policy, and which is suitable for
more people than teachers. Many people take their holidays, or
unpaid leave, or flex strategic absences around school
holidays. It has benefits for both employers and employees to
formalise arrangements |
| Home-based
working |
Working from home has many
advantages for people with heavy domestic responsibilities. In
the majority of instances, this is not full-time, but
appropriate tasks can be undertaken from home - usually with
productivity benefits.
It is almost impossible to work effectively and care for
children at the same time - but home based working can make the
organisation and management of childcare much easier and less
stressful. It also enables contact with children at crucial
times of their day, rather than dashing out of the house as
they do, and not being there when they return. A worker free
of parental guilt may be a happier and more motivated worker.
Home based working combined with time-based flexibility can
ensure that an employee is always equipped to get on with some
work. |
| Telecentre
working |
...Alternatively, if employees
have the opportunity to work locally, in local office or
telecentres, this can help them achieve a more balanced
lifestyle. And the local offices/telecentres will also serve
the needs of other itinerant workers, and/or bring services
closer to customers in a particular location. |
| Parental leave |
Contentious and topical, thanks
to Leo, Cherie and Tony, not to mention recent legislation.
Parental leave may be advantageous at times other than the
birth of a new baby. For a family, paternal leave can be
important less for the new born child than for the care of
older siblings. Parental leave by its nature is intended to
cope with times of particular stress or change in the family. |
These are not, of course "magic wand"
solutions. Particular arrangements have to be put in place to
ensure
- the continuity of work
- adequate monitoring and supervision
- good communications with staff operating flexibly
- equitable arrangements for all staff (i.e. not
implementing flexible arrangements only for those with families)
- protection of existing rights and benefits.
But on the employer's side, as well as more
balanced, motivated and appreciative staff, there are business benefits to be
gained from implementing flexible work. These are covered extensively
in other articles on the Flexibility website.
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