Flexible scheduling policies

Program basics

  • Empowers employees with latitude to help define work schedules, such as start and end times and days of the week (including compressing hours into fewer days)

Strength of evidence

Evidence level: Proven (highest tier)

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Proven (highest tier)

Ranked as having the highest level of evidence by County Health Rankings and Roadmaps


Target population

Low- and moderate-income adults

Program cost

Variable

Implementation locations

Dates active

1970-Present

Outcomes and impact

  • Improved performance and productivity both at the individual and organizational levels
  • Enhanced well-being, health, happiness, and sense of community values
  • May enhance caregivers' participation in the labor force

Keys to successful implementation

  • Use precise terminology when communicating with employers and employees about the program, such as “employee-centered flexible scheduling” or “flexible scheduling for employees.”
  • Engage early with unions and other employee-focused groups to gather buy-in and input.
  • Frame flexible scheduling as an employee benefit, giving employees a greater degree of control over their time.
  • Pursue both formal and informal implementation: while a formalized, written policy on flexible scheduling is an important first step, managers and organizational leaders must also put the policy into practice through personal behavior and a broader organizational culture shift.
  • Create clear frameworks through which employees can exercise flexible scheduling, prioritizing policies that maximize employee control, such as being able to leave and return during the work day.
  • Invest in scheduling software to relieve administrative burdens on staff responsible for scheduling.
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