In recent years—namely, the COVID-19 era—the workplace landscape has undergone a significant transformation. 

Working remotely has emerged as a defining feature of modern employment in many industries. However, remote work is not feasible for every industry or role. 

For many businesses, particularly those requiring a physical presence, alternative strategies are needed to provide flexibility for their employees.

What is remote work?

Remote work refers to work arrangements where employees have the flexibility to perform their job duties from locations outside of the traditional office environment—that is, working from home. 

Remote working was already a growing trend but COVID accelerated its adoption as organisations were forced to adapt to remote work set-ups to ensure business continuity while prioritising health and safety. 

Since then, remote working has remained in place for many and has a number of benefits for both employers and employees.

What are the benefits of remote work?

Remote work can enhance both employee satisfaction and organisational performance. 

It provides employees with greater flexibility, allowing them to balance personal and professional responsibilities more effectively and reducing stress. 

It also eliminates commuting—saving time, reducing fatigue and enabling companies to access a wider talent pool by removing geographical constraints. 

Overall, remote work can boost productivity, improve employee wellbeing and support talent acquisition and retention.

Can all employees work remotely?

While many jobs lend themselves well to remote work, there are certain roles where physical presence is required. 

Many employees in the allied health industry genuinely need to be physically present to perform tasks that cannot be done remotely, with immediate access to equipment, materials, colleagues and clients. 

Job requirements need to be considered when implementing remote work policies.

However, this does not mean that employees in these roles cannot have any flexibility. 

Because workplace flexibility is crucial for organisational performance and employee retention, businesses should consider flexible working arrangements.

What are flexible working arrangements?

Flexible working arrangements are modifications to standard working patterns to better suit the needs of employees and employers.

The Fair Work Act 2009 provides certain employees with the right to request flexible working arrangements (although employers should always consider flexibility for all employees). 

These flexible arrangements are designed to promote a healthy work–life balance, improve job satisfaction and enhance overall productivity.

Examples of flexible working arrangements include:
•    changes in hours of work (eg, a reduction or increase in hours worked or changes to start/finish times)
•    changes in patterns of work (eg, working extra hours for taking time off)
•    changes in location of work (eg, working from home or another location)
•    part-time employment or job-share arrangements.

This isn’t an exhaustive list. 

Negotiating other flexible arrangements is possible if they are mutually suitable for both the employee and the employer (such as time off in lieu arrangements) and may depend on the type of workplace, the scale of the business and the employee’s role.

What are the benefits of flexible working arrangements?

For employees, flexible working arrangements can lead to:
•    an improved work–life balance
•    better management of personal responsibilities
•    reduced stress
•    increased job satisfaction and morale.

For employers, they can lead to:
•    higher employee retention rates
•    improved productivity
•    reduced absenteeism
•    an increased likelihood of attracting a more diverse talent pool, including individuals who may not be able to commit to traditional work schedules.

Can every employee request flexible working arrangements? 

The National Employment Standards allow certain groups of employees to request flexible working arrangements:
•    employees with caring responsibilities in accordance with the Carer Recognition Act 2010
•    parents or guardians who are responsible for caring for a child who is school age or younger
•    employees with a disability
•    employees who are 55 years or older
•    employees who are pregnant
•    employees who are experiencing family violence or providing care or support to a family or household member who is experiencing family violence.

To be eligible to make a request, employees in these groups must also have completed at least 12 months of continuous service.

Long-term casual employees with at least 12 months of continuous employment and a reasonable expectation of continuing employment are also eligible to make such requests, provided they meet at least one of the criteria.

In conclusion

While remote work offers flexibility, better work–life balance and increased productivity, it isn’t feasible in all industries. 

For roles requiring a physical presence, flexible working arrangements provide valuable alternatives. 

Implementing varied schedules, job-sharing and other adaptable practices can increase employee satisfaction, retention and productivity. 

By encouraging flexible working arrangements, businesses create a supportive, dynamic environment that meets workforce needs and maintains a competitive edge in today’s business landscape.

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