Flexible Work Arrangements: Providing More Flexibility to Employees

Flexible Work Arrangements: Providing More Flexibility to Employees

by Lisa Odalen PHR, SHRM-CP, on May 14, 2024
Flexible work arrangements are not new; however, since the pandemic, giving employees access to flexible work arrangements has been gaining popularity. Companies are now more accommodating to keep their competitive edge and attract talent. While it seems that this only benefits the employee, there are great benefits for the employer as well.

In this article, we will cover the different types of flexible work arrangements, benefits, and challenges.

Types of Flexible Work Arrangements

Employers may offer flexible work arrangements to improve company morale, productivity, and job satisfaction. Some of the most common flexible work arrangements include:

1. Remote/Hybrid Work

Some companies allow their employees to work outside the physical office full-time or part-time. In-office days may be on a set schedule or as needed.


Employees feel they have more freedom to balance their personal and work responsibilities, which leads to higher employee satisfaction. This increase in employee satisfaction, along with fewer distractions from being in the office, can lead to increased productivity. Companies can also save money on office space, parking, cleaning, etc., which reduces overall costs.


With the lack of personal interaction, it can be difficult to build team relationships. We recommend implementing virtual team-building exercises to foster those relationships. It is also essential to establish clear planning as it is more likely to have communication gaps with hybrid/remote arrangements. The lines between work and home may become blurred for some employees, so setting clear expectations in the onboarding process is crucial.

2. Compressed Work Week

This arrangement allows employees to drop the standard hours and work their contracted hours across fewer days. The most common compressed work week is 4 10-hour shifts.


A compressed work week allows employers to receive all the work of a 40-hour work week while the employee gains extra days off and saves on the overall commute. If a compressed work week is implemented company-wide, employers can save on utilities and overhead.


Some disadvantages of this arrangement may include a heavier workload on days with less support, more difficult scheduling of necessary meetings, and some jobs being unsuitable for longer hours.

3. Part-Time Work

Part-time workers work less than 30 hours per week, which could be fewer days or fewer hours across the standard work week.


Some people who are not looking for a full-time job still have the skills and expertise your company may be looking for. Allowing part-time work can expand your talent pool, giving you access to the skills you need and allowing your employees to pursue other interests. This helps boost job satisfaction, which also leads to increased productivity. Part-time workers can also help your company save revenue since they do not qualify for company benefits.


Some employers may feel that part-time employees are less committed to their jobs. These employees don’t receive the same benefits as full-time workers, so they may not feel as valued. Clear communication with part-time employees can help negate those feelings and help them feel valued.

4. Job Sharing

Like part-time, job sharing allows two employees to work part-time while sharing the role of a full-time employee. These employees would share the role responsibilities and split one full-time salary.


Job sharing allows employees to maintain a work-life balance and pursue personal interests while the employer still benefits from a full-time employee. This is particularly beneficial for employees with extra responsibilities outside of work. The employees who share the job can also balance out each other’s strengths and weaknesses.


Employees who job share may experience an unfair workload if they have an unreliable partner. This job arrangement may require extra planning as communication between the two employees would be essential to ensure nothing is overlooked.
While there are many more flexible work arrangements, these are some of the most common in the workplace.

Implementing Flexible Work Arrangements

It can be difficult for employers to trust that employees can complete work without a structured day-to-day schedule. Ensuring the success of these flexible work arrangements is vital to both employers and employees. Before implementing them, leadership must be transparent and have a thorough plan for how they will work. Establish expectations with your managers, as they will be at the forefront of the change. Your managers must lead by example to help navigate your employees through the changes and new expectations.

Set clear standards when introducing the idea of flexible work arrangements. Employees must know what will be expected of them when switching to a flexible work arrangement. Employers need to have the right structures in place so that employees will have the answers to their questions and have support when needed. Data will be an important factor in calculating the success of flexible work arrangements. Determine goals for each employee and monitor how each person is doing using performance management processes.

Are You Looking to Implement Flexible Work Arrangements?

Change can be scary, but gaining a competitive edge when attracting talent is crucial for businesses. LandrumHR can help you transition smoothly into a flexible work arrangement and give you tools to ensure success. Contact us today to discuss how we can help you begin your transition.
Lisa Odalen PHR, SHRM-CP

Lisa is currently the Director of Relationship Management and Human Resources for LandrumHR. She has worked in strategic human resource development and change management with more than twenty years of experience in the Professional Employment Organization (PEO) industry. Lisa specializes in partnering with organizations for improved employee engagement, culture centricity, internal collaboration and strong people leadership. Lisa’s relationship management and client partnerships focus on aligning business objectives to maximize overall profitability. Lisa believes "If your people engagement is fostered and nurtured within your culture internally, this will drive your external results."

View more blogs by Lisa Odalen PHR, SHRM-CP