Things to consider
As an employer, you have a legal obligation under the Employment Relations Amendment Act (2014) (The Act) to provide a process for any employee to request a flexible working arrangement. This applies to any permanent full or part-time employee at any stage of their employment lifecycle and for any reason. Understanding what workplace flexibility means, isn’t just a ‘nice-to-have’ element any more, but an important part of your role as an employer.
Flexibility can mean different things to different people, and can be packaged in many different ways. As such, educating your organisation, both managers and employees, on what workplace flexibility means, is an important place to start.
Debunking the myths
There are common myths associated with flexibility – flexibility is all about part-time mums; our customers won’t like it; it’s impossible to manage workers who work flexibly. As part of creating an inclusive, flexible work culture, these myths need to be addressed and open conversations should be encouraged to explore proactive ways of making flexibility accessible to all.