Flexible scheduling policies
- 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)
Protecting worker well-being
- Target Population
Adults and families
- Cost per Participant
Evidence and impacts
Ranked as having the highest level of evidence by County Health Rankings and Roadmaps
- 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
Best practices in 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.