It’s true, there is a special day or a week dedicated to a cause each day. Some are for charities close to our heart, some are so left field they are off our radar, and then there are those days which pop up that can spur us into action because we know they make sense and could really make a difference to our lives.

This 18-22 June was #FlexibleWorkingWeek18 established to encourage Australians to approach their employers about flexible work arrangements. “But I can do this any day,” I hear you say! Indeed!


But how many of us actually do?


Flexible Working Week is not just for employees to embrace, it is for employers as well. And major Australian employers such as AustralianSuper, BHP, Cbus, Zendesk, HSBC, BP, John Holland and Roads and Maritime Services (NSW Government), to name a few have got behind the week with case studies, posters around the office and statistics highlighting their commitment to flexible working.

Flexible working could mean working earlier so you can pick your kids up from school, working part-time to fit in study, or simply working later because you find you are more productive in the afternoon and are just not a morning person.


Flexible working arrangements cover a myriad of different work structures.


Maybe working part-time would suit you, or sharing the role with someone else, working remotely or condensing the working week into four days. There is no one size fits all and employers are listening.

Organisations large and small are recognising that flexible working is good for business with increased employee engagement, morale and performance. Last year’s Deloitte Millennial Survey found organisations with a higher degree of flexibility in working arrangements are rewarded with higher levels of employee loyalty. The benefits of reducing absenteeism and attracting the right employee can help both the employee and the organisations’ bottom line exponentially.

Whatever your role, business or current working conditions, more and more Australian employees are abandoning the 9-5 with employers embracing flexible working and offering conditions that better suit individual employees.

In the last 12 months, jobs board WORK180 has seen twice as many Flex Able Certified employers where employers are required to meet a series of strict criteria to become a flexible employer of choice.


So how do you approach an employer about flexible working conditions?


This three-point plan can help:

1. Do your research – what are your company policies on flexible work?
2. Plan how it’s going to work – approach your employer with a strategy so they can consider how it’s going to benefit them
3. Have the conversation – be ready and confident at the meeting. If you feel you need to, suggest a trial period first.

Sure, this conversation doesn’t have to happen immediately, but also, why not? Sometimes all we need is a prompt to make changes to our life that will help us, and in this case, ultimately help our employer as well.


Valeria Ignatieva

Co-founder at WORK180
Valeria Ignatieva is a co-founder of WORK180 having started the jobs platform in 2015 which pre-screens employers based on their policies and initiatives around supporting women in the workplace. Valeria is passionate about helping women pursue rewarding careers and the WORK180 (previously DCC Jobs) platform was created to enable women to easily find employers who will value and support them. WORK180 pre-screens employers on paid parental leave, pay equity, flexible working and much more. If they don’t meet WORK180s criteria, they simply cannot advertise. This information is not publicly listed elsewhere and companies have improved their policies in order to advertise with WORK180.
Valeria Ignatieva

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