Since the pandemic, flexible work policies have become the norm in many companies around Australia. But what is described as ‘workplace flexibility’ can vary significantly from one company to the next. If you feel your workplace isn’t being as accommodating to your circumstances as you’d like, then you might need to ask for a change.

In Australia, eligible workers are entitled to request flexible work arrangements, but employers do have the right to refuse on reasonable grounds. Each company has operational realities that dictate the types of flexibility it can offer to employees. Good employers, however, do recognise the importance of workplace flexibility, as this is one of the best ways of keeping workers engaged, happy and productive.

So, how do you request an adjustment that’s likely to get the answer you’re after? We’ll cover the key issues to consider before asking for things such as different hours or remote work, and explain how to shape your request for the best chance of success.

Common Flexible Work Arrangements

Flexible working can involve:

• Earlier or later start and finish times for each shift or workday
• Compressed hours (a shorter workweek in exchange for more hours on the days you’re at work)
• Working from home
• Working in another location, such as a different branch or site that is closer to home
• Working part-time
• Job sharing
• Splitting shifts (working separate shifts in one day)
• Staggered return to work, such as after returning from parental leave or an illness

Make Your Request Specific and Realistic

Think about what type of flexibility would best help you meet your commitments – is it the location or the hours that are the problem? If you’re asking for flexible hours or a compressed week, are you willing to accept less pay? Can you manage your new schedule or location over the long term?

Perhaps you’re a parent who needs different start and end times on weekdays so you can manage the school run. Or you would like to work from home an extra day per week to reduce the time spent on a long commute. Outlining exactly what you want and knowing what you can sustainably manage is vital.

Address Your Employer’s Concerns

If your employer has clearly defined flexible working policies and you want an arrangement that goes beyond these policies, it’s best to approach your request as a negotiation. Be prepared to make your case and anticipate your manager’s questions.

Your Manager will want to be clear on how your request will work in practice. Who will respond to phone calls and emails during business hours when you’re not working? How will you attend essential meetings when you’re not in the office? How will your team members need to adjust?

Of course, one or more of your colleagues may have a flexible work arrangement in place already. Ask them about how they make it work so you can consider how to make similar adaptations.

Outline the Benefits

Regardless of your employer’s stance on workplace flexibility, being able to highlight the benefits will help reassure them that it’s the right decision to make.

If adjusting your start and end times ensures you have fewer disruptions during your working day, such as having to leave for the school run, then this is worth mentioning. As another example, working from home could help you tend to a sick relative without having to request a carer’s leave.

The key is to demonstrate how your employer will ultimately benefit from a productivity and efficiency point of view! Always keep in mind the mutual benefit aspect of flexible work arrangements.

Show Dedication to Your Role

Employers are more willing to negotiate on flexibility for an employee who has proven they are trustworthy and consistently performs well.

When you’re already showing that you’re motivated and engaged at work, you’ll have more bargaining power for your requests. However, if you’re lagging in your work performance, it’s a good idea to devote ample time to making improvements before you approach your Manager.

Suggest a Trial Period

From a manager’s point of view, it can feel daunting to make a permanent commitment to a new working arrangement, especially when business demands can change suddenly.

When proposing a change, do it on a trial basis of at least one month but aim for three or longer. This will help your employer feel more comfortable about the idea and it gives you the capacity to opt-out or make further changes if it doesn’t work as you intended.

Be Prepared for a Possible Rejection

If your request does get rejected, find out as much as you can about the reasons for the rejection so you can reflect and consider your next steps. It may simply be a case of ‘yes, but not right now’.

When workplace flexibility is critical to your well-being and work-life balance, you may want to start looking for a new role that gives you what you need. Speaking to an Indigenous recruitment agency can give you insights into the flexible jobs available in your industry and location.

Asking for an adjustment to your hours or other flexible arrangements is ultimately a negotiation with your employer. Knowing how to approach the conversation can help you and your Manager achieve a win-win outcome. It’s essential to communicate openly and honestly to come up with a mutually beneficial agreement that aligns with the company’s needs and your responsibilities.

Are you looking for a role with more flexibility? Here at First People Recruitment Solutions, our friendly and knowledgeable team can help you land a role that suits your needs and lifestyle. As Australia’s leading Indigenous recruitment agency, we work hard to help our candidates meet their career goals. Contact us today to find out more.