The traditional 9-to-5, Monday through Friday work schedule is slowly being changed to adapt to the world in which we live today – a world where both parents work, kids are often over-scheduled, and the stress of holding it all together can have a negative impact on employee health.

Workplace flextime simply gives employees a say in when they’ll work within parameters set by the company. For example, if your company offers 7:00 a.m. to 6:00 p.m. office hours, morning people can start earlier, while other employees have time to drop the kids off at daycare and come in later.

Flexible scheduling for employees can be a win-win. Employees benefit, but employers who use flexible work scheduling also notice positive changes in employee attitudes and activities.

What are the benefits of offering flexible scheduling to your employees? There are quite a few.

1. Employees are more likely to stay with your company if you offer flexible scheduling options. Enabling employees to plan their own work schedules facilitates scheduling for family, appointments, and other “facts of life” that sometime conflict with work. It’s expensive and counter-productive to replace a key employee. Flextime is a benefit employees will use and appreciate, helping to keep a stable team in your workplace.

2. Flextime may lower medical costs and the cost of company-sponsored health insurance. A flexible schedule can lower stress, which can adversely affect both mental and physical health. Flextime also allows patients to schedule medical appointments without losing work time, if they have the scheduling flexibility to leave at 3:00 instead of 5:00.

3. Flextime creates work-life balance in the lives of employees. Your team has a life outside of the workplace, though sometimes it may feel that work gobbles up a lot of precious time. Flexible scheduling puts employees in control of their work hours, creating a balance between work and all the other good stuff we enjoy in life.

4. Flextime is a low-cost, high-return reward for employees. The work still gets done, so you don’t lose anything there. Employees who work flexible schedules make the best use of their time, both on the job and off the clock.

Before Starting a Flextime Program

Flextime may not work for every business, and there are several important considerations to evaluate before initiating a flexible scheduling program.

Ask yourself the following:

  •  How will flex time affect the work of other employees? Obviously, if an employee’s absence lowers productivity, some other plan should be devised.
  • Can the results of designing a flextime program be quantified for evaluation and refinement? Who’s going to track these metrics, and what metrics will be tracked?
  • What technology is available to facilitate flexible scheduling? A smart phone can keep a key employee in the loop while sitting in the waiting room to see the doctor.
  • Are there certain key times of the day when all employees should be in the office? Can you define that time frame?
  • How will work assignments be distributed, collected, collated and evaluated?

Flextime Options

There are several options for creating flexible scheduling. Which one works best for your company and your employees?

  • Part-time job sharing: Two people work part-time performing the same job at different times during the work week
  • Customized schedules, adapted to individual employee needs, i.e. an early end to the work day to “beat the traffic”
  • Change daily schedules, with employees working six hours one day, followed by two nine-hour work days
  • Provide a range of starting and quitting times; open the office at 6:00 a.m. and turn off the lights at 9:00 p.m.   

No matter what plan you choose for your business, you’re likely to see business benefits when you give employees scheduling options that work for them and for your company.

 


The information provided is presented for general informational purposes only and does not constitute tax, legal or business advice.