they have been employed by the employer on a regular and systematic basis for a sequence of periods of employment of at least 12 months immediately before making the request. there is a reasonable expectation of continuing employment by the employer on a regular and systematic basis.
Think about the best time to make a request. For example if you're coming back from maternity leave, you should think about making a request 3 months before you go back to work. This means your employer will have made a decision by the time you're due back at work. You must apply in writing.
Full-time and part-time employees can request flexible work arrangements if they've worked with the same employer for at least 12 months and they: are the parent, or have responsibility for the care, of a child who is school aged or younger. are a carer (under the Carer Recognition Act 2010) have a disability.
An employer's refusal of a request for flexible working arrangement made by a New South Wales employee may be considered unlawful discrimination under the NSW Act.
A flexible work arrangement is an agreement between a workplace and an employee to change the standard working arrangement to better accommodate an employee's commitments out of work. Flexible working arrangements usually encompass changes to the hours, pattern and location of work.
All requests for flexible working arrangements should be in writing. However, requests made by employees with an entitlement to make a request for flexibility must be in writing for that employee to be entitled to the protections offered by the Fair Work Act.
Be clear with your request
“You want to be specific with what the need is and the way you would like to have more flexibility.” Suggesting a trial period of the proposed schedule, like having a review in three months, can make a manager more likely to agree.
If the role needs to be full time for example, people can job share. However, there may be times when individuals are not suited to remote working, and this can be one of the disadvantages of flexible working for employers. This may result in a detrimental impact of flexible working hours on productivity.
Flexible work arrangements allow employees to work more during the hours they are most productive. In a survey conducted by Airtasker, remote employees worked 1.4 more days every month, or 16.8 more days every year, than office workers.
However, if an employee rejects an offer of casual conversion, then they cannot make a request to be converted to permanent employment for at least 6 months (after rejecting that offer) and the employer is not required to make the employee another offer.
Also known as flextime or a flexible work schedule, flexible hours means you have different start and end times for your workday than the standard 9 a.m. to 5 p.m. Essentially, having flexible work hours means employees can begin their work earlier in the day or later than the originally set time.
Talk about it.
That means talking to workers about what type of flexible work makes sense for them (i.e., telecommuting, job sharing, compressed workweek, part-time work, etc.), and then finding ways to accommodate their needs.
I am currently rostered to work Tuesday to Friday. I would like to vary my starting and finishing times by one hour. This would essentially mean starting work at 8.30am and finishing at 4.30pm, instead of commencing at 9.30am and finishing 5.30pm as my roster currently stands.
1. flexibility in the scheduling of hours worked, such as alternative work schedules (e.g., flex time and compressed workweeks), and arrangements regarding shift and break schedules; 2. flexibility in the amount of hours worked, such as part time work and job shares; and 3.
Potential for Reduced Collaboration and Communication
Flexible working hours can reduce the opportunities for face-to-face interaction and collaboration between team members. This can lead to communication breakdowns and misunderstandings, which can negatively impact productivity and teamwork.
Increased work-life balance: When given the opportunity to exercise flexible work options, employees are better able to meet their many obligations outside of work such as pursuing job training and education, caring for family members who need them and having the time to exercise and eat well.
Flexible work arrangements can include: changing hours of work (e.g. working less hours or changing start or finish times) changing patterns of work (e.g. working split shifts or job-sharing) changing the place of work (e.g. working from home).
“Undertaking secondary employment which does not encroach on the primary employer's field of business does not contravene the implied contractual term of fidelity and good faith. Nor does the implied term impose any duty upon the employee to disclose secondary employment of this nature……