<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=690758617926394&amp;ev=PageView&amp;noscript=1">

The Pros and Cons of Offering Flexible Working Arrangements for Your Employees

In today’s competitive job market, job seekers are looking for employers who can offer something more than just a salary and benefits. One perk they tend to appreciate is the ability to work on a flexible schedule—which is a low-cost way for companies to establish themselves as an employer of choice.


First, allowing your employees to set up flexible work schedules helps with that all important work-life balance. When employees can better manage their work, family and personal obligations and still finish their work, they’ll feel more fulfilled in their professional lives. And if they’re able to work at times when they’re most productive, they’re likely to produce higher quality work. Finally, companies that offer flexible scheduling will enjoy higher retention rates, as employees will be reluctant to give up valued flexibility to take another job.

These working arrangements include being flexible about work time, including a compressed work week, and work space. And it’s not just the employees who benefit. Policies such as space sharing and telecommunicating can save your company time and money by reducing demand for office space, facilities and resources. Companies with workers on flexible schedules can also handle more business at off hours, decreasing employee overtime and allowing them to respond faster to customer needs.


While all of this sounds good, you need to have policies in place that will help protect your business and ensure that there is not a communication breakdown between employees and colleagues or managers. And the more employees you have, the more you have to keep track of varied schedules. Make sure you have ways of keeping employees accountable.

Flexible scheduling isn’t right for everyone. Some employees feel more productive working in a typical office setting with traditional office hours. So before you implement any type of flexible program, ask yourself these questions:

  • Do your employees want flexible work arrangements?
  • Who would qualify, and how would altered schedules impact their specific job requirements?
  • Are your employees self-motivated and self-directed?
  • Would you risk a discrimination claim by implementing such arrangements? (If you offer flexible schedule opportunities, you must offer them to all eligible employees regardless of age, disability, national origin, pregnancy, race/color, religion or sex.)
  • What would the logistics be?
  • What benefits would your company realize besides lower expenses and more satisfied employees?

If you are looking for other ways to help your business run more smoothly and easily, don’t hesitate to contact Complete Payroll Processing to find out more about our payroll, benefits and HR solutions.

Get Our Newsletter

Ready For a Move to the Country?

Talk to Sales