The Idea Behind Flexi-time Working

By Author: Constance Martinez
Total Articles: 623
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Now days every organization is looking out for new ways and efficient and effective workforce planning mechanisms which can help them increase their productivity, make proper utilization of the resources (especially human resources) and provide complete employee satisfaction.


Flexi-time working is being accepted by more and more number of organizations now days because it is highly effective in providing complete employee satisfaction and helps the organizations to increase its productivity.


Flexi-time working format also acts as an effective absence management tool. This format was basically introduced to help individuals with young families to work more comfortably. According to the provisions of flexi-time working an employee can request for a work from home, shift working, term-time working, job share, tele-working, self-rostering, staggered hours, annualized hours, compressed hours etc.


However, flexi-time working is not about working as and when an employee wants. There is a procedure which needs to be followed and can be availed only ...
... by the employees who are in actual need of it. Flexi-time working format has been developed specially for parents of young kids, who need to stay with them and are responsible for bringing up the child. An employee with a child below the age of six, or with a disabled child below eighteen years of age, can request for a flexi-time working. It is also essential that the employee has been working with the organization for at least 26 weeks continuously.


If an employee wants to request for annualized hours, he/she needs to make an application for the same. A written application needs to be submitted to the employer. The application should state clearly why the employee requires flexi-time working and which working pattern is desired by the employee. Once the employer receives the application, a specific procedure has to be followed to ensure that the request of the employee is considered seriously. However, all the requests may not be accepted as it depends on the organization's position and ability to accept the request.


According to flexi-time working policies an employer need to discuss about an employee's application within the agreed time. The final decision of the management should be provided to the employee in written. An application can be rejected based on business reasons.


An organization can refuse to accept the flexi-time working application of an employee if it is expensive for the organization, work and productivity is hampered, no new recruitment etc. Whatever the reason be, the employee needs to be informed about the same.

The authoress is an experienced Content writer and publisher for Business Development. Visit at absence management to know more about Flexi-time working and annualized hours.
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