Update your flexible work policy

We recommend you develop a framework for your business (call it a policy if you like) that clearly communicates your position on flexible work.

You’ll need to...

• review current policies and laws

• research what other companies are doing

• test appetite for change and openness to leading policies

• write a practical, inclusive policy that’s easy to action for employees and managers

• get assistance from the internal comms team to make sure everyone knows the policy

Make sure you…

• get buy-in from key leaders and give them a role in its launch. If you have a D&I committee or leaders, collaborate in the development of the policy.

• reflect the organisational culture. What is the culture you currently have and what is the culture you want to cultivate? Be honest.

• reference the final policy in your job ads — this is a great pitch to talent

In this new flexible world of work, your people are looking for two things:

1. The freedom of choice: on how, when and where they work.

   • Can you offer choice? Can you back this up with the work environment you foster?

   • What’s on your flex menu? List the types of flex on offer, including formal flexible work arrangements and ad-hoc, informal types

   • Is it available to all? Do you support role design where people need to work part-time and work design where people need to work in different locations and hours?
     

2. Trust that work will get done and can be more productive and high quality when done in flexible ways.

   • How? Start with trust. Don’t link performance to the availability of flexible work. They need to be separate. 

   • If there is a trial, it needs to be as an organisation, not at an individual level, and needs to be for a year or more.

Make the policy practical

• Provide guidance on working flexibly day to day and be honest about being flexible on flexibility. It works both ways.

• What is the process for requesting a new flexible work arrangement?

• Link to the legislation. As a litmus test, you want to offer much more inclusivity than the current legislation if you want to lead on flex.

• Make it easy to find for managers and employees alike so they can have constructive conversations about what flex works mutually.

• Throughout the document, provide examples that are relevant to your organisation. Use other organisation’s policies for inspiration, but don’t just copy and paste! For example, bias might look different in your company than in another. Think through how you can be as explicit as possible on what your expectations for flexible work are. 

Pre-empt bias (watch-outs)

• Who is working from home? Avoid the ‘haves and have nots’

• Dress code needs to be the same for home and office workers

• Meeting organisers should dial in if anyone else is dialing in

• Avoid “out of core hours” communications to avoid excluding flexible workers

• Ensure everyone knows what inclusive language and behaviours are — and what are not