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Flexible Working Arrangements Policy – AU

Flexible Working Arrangements Policy

Policy

The Company endeavours, wherever possible, to assist our team to achieve the optimum balance between work and personal responsibilities, by providing flexibility over working arrangements.

 

We take an individual approach to flexible work arrangements while applying the standard principles set out in this Policy, as we recognise everyone has different needs.

 

Please be aware that Flexible Working Arrangements may not always be possible due to operational or other limitations. Managers and team members need to be open to discussing and considering a range of flexible work options.

What are flexible working arrangements?

Flexible working arrangements can assist you to achieve a balance between work and your personal life. For example, they can help parents manage the demands that come with being a parent of a young child, school-age child or a child with a disability, such as picking up and dropping off at childcare, caring for sick children, and attending medical and other appointments.

 

A Manager and team member can agree to change standard working arrangements to help team members balance work with other aspects of their lives.

 

Types of arrangements

Flexibility comes in many forms and some common flexible working arrangements include:

 

  • flexible start and finish times.
  • compressed hours (working more hours over fewer days).
  • part-time work.
  • job sharing.
  • flexible rostering.
  • working from home or another location.
  • unpaid leave.
  • time off in lieu.
  • gradual increase or decrease in work hours (for example after parental leave, or as a transition to retirement).

Who can apply?

Anyone can apply for flexibility. Certain team members, including those with 12 months of service have a legal entitlement to make a flexible working arrangement request if they are:

 

  • a parent of, or have responsibility for the care of, a child who is school age or younger.
  • a carer (within the meaning of the Carer Recognition Act 2010).
  • a person with a disability.
  • aged 55 or older.
  • experiencing family violence, or
  • providing care or support to a family member, or someone they live with, who is experiencing family violence.

Trial period

Any Flexible Working Arrangement approved under this Policy should undergo a trial period, such as 3 or 6 months, to ensure the arrangements suit both parties and adjustments can be made as needed.

Regular review

If a trial period is successful and Flexible Working Arrangements are adopted, Managers must review these work arrangements on a regular basis (every 6 months is recommended) to ensure:

  • All deliverables are being met.
  • The quality, quantity and timeliness of the work performed is to the standard required.
  • The impact on other members of the team is not detrimental to the overall performance of the team and company.
  • The operational requirements of the area are being met.
  • The team member is complying with the terms of the agreement.
  • The Flexible Working Arrangement is continuing to meet the needs of the team member.
  • Work Health and Safety requirements continue to be met.
  • Company policies and procedures are being adhered to.

Cancellation

The Company reserves the right to cancel any Flexible Working Arrangement with a team member at any time giving 4 weeks’ notice, following discussion.

How to make a request

The process to make a flexible working arrangement request is as follows:

 

  • put your request in writing to your Manager.
  • explain what changes you are asking for.
  • explain the reasons you are requesting the change.
  • have a discussion with your Manager.

 

Setting out a formal written request for flexible work is a good way of starting a discussion with your Manager. Following this a discussion can then be had which will allow both parties to better understand each other’s needs and consider how and if, they can be accommodated.

Responding to a request

The process followed by a Manager when responding to a request will include:

 

  • seriously considering your request.
  • discussing your request and trying to reach an agreement about the changes to your working conditions.
  • responding in writing within 21 days.
  • stating whether the request is granted or refused and providing reasons if the request is refused.
  • only refuse a request on reasonable business grounds (refer to below).

 

They will also take into account:

 

  • your key duties.
  • Whether any tasks need to be done at set times or locations.
  • Who you interact with in the normal course of your work and whether the proposed arrangement will affect those interactions.
  • Whether there are any technology solutions that could help (e.g., video calling, instant messaging, email).
  • Why you are requesting the new arrangements.
  • What are the consequences for you if the request is refused.

Reasonable business grounds

Reasonable business grounds can include:

 

  • Cost – the requested arrangements would be too costly for the company.
  • Capacity – other team member working arrangements can’t be changed to accommodate the request.
  • Practicality – it would be impractical to change the working arrangements of other team members or hire new team members to accommodate the request.
  • Inefficiency or impact – the request would result in a significant loss of productivity or have a significant negative impact on customer service.

 

References

  • Working from Home Guidelines
  • Working from Home Risk Assessment
  • Workstation Setup Guide (Safe Work Australia)
  • Leave Policy

 

Version control

Effective date:12 October 2021
Last updated:15 December 2022
Review date:2 years

 

This Policy is uncontrolled when printed.

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