Employers may assess the feasibility of implementing certain FWAs based on whether a job is time dependent, and/or location dependent:
- Time dependent refers to whether a job must be done at specific times (e.g. determined by customers/business partners).
- Location dependent refers to whether the individual has to be in a fixed physical location in order to do the job.
With three main categories of FWAs – Flexible Time (e.g. flexible hours, staggered time, compressed work schedule), Flexible Load (e.g. part-time work), and Flexible Place (e.g. telecommuting, home-based work) – employers have a variety of FWAs from which to choose, based on job requirements and restrictions.
Streamlining work processes or redesigning jobs may also improve work efficiency while creating more opportunities for flexibility.
Employers should also bear in mind that FWAs in which employees still work on a full-time arrangement, e.g. staggered time, compressed work schedule, working from home, etc., and are required to deliver the work of a full-time employee, should not negatively impact employees’ salary and benefits. For FWAs in which employees have a smaller workload, e.g. part-time work, salary and benefits might be pro-rated accordingly.
To avoid miscommunication, any change in the terms and conditions of the employment contract should be clearly communicated and accepted in writing by the employee.