What is workplace flexibility (and how to advocate for it)
Clinically reviewed by Dr. Chris Mosunic, PhD, RD, MBA
Workplace flexibility may sound like a corporate buzzword, but it can be a huge support for mental health. Learn about the benefits and how to have more of it at your job.
Think about all the times you’ve wished for a little more breathing room in your schedule. Maybe you want to start your day a little later to prioritize rest, or maybe you’d like to work from home to avoid a stressful commute. Having a more flexible schedule allows for better balance, which may allow employees to navigate getting the job done and living a full life outside of work.
While the 9–5 structure may work for some, it doesn’t work for everyone and if you’ve ever felt burned out, overwhelmed, or like your personal life takes a back seat to work, you’re not alone.
Let’s break down the different ways companies are introducing flexible policies and how you can advocate for one at your own job. These changes can improve mental health, productivity, and overall job satisfaction. And not only do all of these combined create happy employees, but it reduces burnout and turnover.
What is workplace flexibility?
Workplace flexibility is becoming more and more common these days, but for many employees, sadly, it still feels out of reach. Some companies have embraced remote work or flexible hours, while others continue to rely on rigid, traditional office schedules.
A flexible type of workplace setup can make a huge difference for employees, especially for those juggling family, health needs, or personal commitments alongside their jobs. Workplace flexibility isn’t about reducing your work hours or working less but about creating a work environment that fits people’s lives and not the other way around.
Some people thrive in an office setting, while others do their best work at home. Some work better first thing in the morning while others are more productive later in the day. The goal is to find an arrangement that benefits both the employee and the employer, allowing work to get done efficiently without sacrificing personal wellbeing. This trust not only boosts morale but also encourages a sense of ownership and accountability.
10 examples of workplace flexibility
Workplace flexibility can look different depending on the company, the type of work that you do, and what your needs as an employee are. The good news is that there are many ways to introduce flexibility into most lines of work, and even small changes can make a big impact on employee satisfaction and productivity. Let’s look at some practical examples of how companies are making work more adaptable to fit modern life and their employees’ needs.
1. Remote work opportunities
Remote work has become one of the most popular forms of workplace flexibility, and for good reason. Employees can work from home, a local café, or even another state or country, depending on the company’s policy.
This work style eliminates commuting time, reduces stress, and often leads to more focused, productive work, because employees are more comfortable and can move at their own pace.
2. Flexible start and end times
Some companies allow employees to decide when their workday begins and ends, as long as they complete their required hours. You might choose to start your day at 7am and finish by 3pm, or begin at 10am and work until 6pm. This can be a game-changer for working parents, caregivers, or anyone with personal responsibilities during traditional office hours.
3. Hybrid work models
A hybrid model combines both remote work with in-office days. Employees might work from home three days a week and come into the office for the other two, or work-from-home four days a week and spend one day in the office. It can look different from company to company.
This approach may blend the best of both worlds by allowing for in-person collaboration while still providing the comfort and convenience of remote work. It’s a flexible solution that many companies are adopting as a long-term model.
4. Unlimited paid time off (PTO)
Some companies have moved away from traditional vacation policies and now offer unlimited PTO. This doesn’t mean employees take months off at a time, but rather that they are trusted to manage their own time and take breaks when needed.
With unlimited PTO and the option to take off whenever, employees feel more empowered to recharge when needed and get work done, too. Over time, this can reduce burnout and boost morale.
5. Results-only work environment (ROWE)
In a ROWE, employees are measured by their output, not by the hours they sit at their desks. As long as the work is completed on time and meets quality standards, it doesn’t matter when or where it’s done. This model encourages efficiency and personal accountability.
Employees often feel more motivated because they have the freedom to manage their own schedules. And if you happen to finish everything by 10am on a Friday, well, happy weekend!
6. Compressed workweeks
Some companies offer the option to work four 10-hour days instead of five 8-hour days. This gives employees a three-day weekend every week or an extra day off to manage appointments, travel, or simply relax. It’s a practical way to offer flexibility without reducing total work hours, but does require very long working days.
7. Job sharing
In job sharing, two employees split the responsibilities of one full-time position. This allows both people to work part-time while ensuring the job’s responsibilities are fully covered. It’s a great solution for parents, students, or those transitioning to retirement who may not want to commit to full-time hours.
8. Wellness and mental health days
Many companies are introducing additional paid days off specifically for mental health and wellbeing. These are separate from regular vacation or sick days and are designed to help employees recharge without feeling guilty or tapping into their PTO.
By offering mental health days, companies show that they care about their employees’ overall wellbeing, which can lead to increased job loyalty and reduced burnout. Check out these 22 signs of burnout to see if it’s impacting you.
9. Flexible project assignments
Some companies allow employees to take on different projects or rotate between departments. This helps employees develop new skills, stay engaged, and avoid feeling stuck in one role. It’s a form of flexibility that focuses on career growth and personal development (here are 22 examples of professional development goals).
10. Part-time and phased return-to-work options
For employees coming back from leave, whether for parental reasons, health issues, or personal matters, starting with part-time or phased return options can ease that transition. This approach is when employees gradually increase their hours until they return to their regular schedule. This reduces stress and allows for a smoother adjustment.
What are the benefits of workplace flexibility?
When life is easier for employees, it can actually lead to real improvements in mental health, productivity, and overall job satisfaction. Because when employees have the freedom to manage their time and responsibilities in ways that work best for them and their work style and schedule, they tend to feel happier, healthier, and more engaged with their team.
The benefits of workplace flexibility don’t just impact employees, they extend to employers too. By adopting this particular work style, employers are boosting long-term success for the company, hopefully with less turnover.
Here are some key benefits of workplace flexibility for both employers and employees:
Benefits for employees
1. Better mental health: A rigid 9–5 schedule can be exhausting, especially when life outside of work feels just as demanding as what goes on in the office. Flexibility allows employees to better manage their stress (here are 11 stress-management techniques to try), avoid burnout, and take time to recharge when needed. Being able to start the day later or take a break for personal appointments can ease anxiety and prevent feelings of being overwhelmed.
2. Improved work-life balance: When employees can adjust their schedules or work from home, they’re better able to manage responsibilities like childcare, doctor appointments, or even hobbies. This balance creates a healthier relationship with work and reduces the feeling that work is taking over their personal life. Over time, this balance leads to greater satisfaction and a stronger sense of wellbeing.
3. Increased job satisfaction and loyalty: Employees who feel trusted and valued are more likely to stay with their employer. Flexibility shows that a company respects personal needs and trusts employees to manage their own time. This creates a positive work environment where people feel appreciated, boosting overall job satisfaction and reducing turnover.
4. Higher productivity: A flexible schedule often leads to more focused, efficient work. Employees can choose to work during the times they feel most productive, whether that’s early in the morning or late in the evening. Without the distractions of a traditional office environment or long commutes, employees can often accomplish more in less time.
5. Better physical health: Flexibility can lead to better physical health by allowing employees to prioritize exercise, proper sleep, and healthier meals. Skipping a long commute might mean more time for a morning workout or a healthier homemade lunch. Physical health and mental health are closely linked, so this benefit has a ripple effect on overall wellbeing.
Benefits for employers
1. Improved employee retention: When employees feel happy and supported, they’re less likely to leave for another job. High turnover can be costly and disruptive for businesses, so offering flexibility helps retain top talent and reduces the need for frequent hiring and training.
2. Enhanced productivity and performance: Happy, well-rested employees tend to perform better. Flexibility allows workers to operate during their most productive hours, which often leads to higher quality work. Employees are also less likely to take sick days or call out due to burnout, which supports productivity even more.
3. Broader talent pool: By offering flexible work arrangements, companies can attract talent from outside their immediate area. Remote work allows businesses to hire skilled professionals from different regions or even different countries. This expands the talent pool and increases the chances of finding the best candidate for the job.
4. Stronger employee engagement: Employees who feel like their needs are recognized tend to be more engaged and invested in their work. Flexibility shows that the company cares about employee wellbeing, which leads to stronger commitment and more enthusiastic participation in projects. Engaged employees are more likely to take initiative, contribute ideas, and go the extra mile.
5. Reduced absenteeism: When employees can adjust their schedules for personal needs or mental health, they’re less likely to call out unexpectedly. This helps keep teams on track and ensures that projects run smoothly. Over time, fewer absences lead to more consistent productivity and less strain on other team members.
6. Positive company culture: Companies that prioritize flexibility tend to have a more positive, supportive workplace culture. Employees appreciate working in an environment that values their well-being, which helps build a sense of community and trust. A positive culture not only improves morale but also enhances the company’s reputation, making it easier to attract and retain great employees.
How to advocate for workplace flexibility
If your current job doesn’t offer the flexibility you need, there may be hope. Many companies are still adjusting to the idea, and sometimes the best way to bring about change is to start the conversation yourself.
Asking for workplace flexibility can feel intimidating, but with the right approach, you can make a strong case that benefits both you and your employer. Here’s how you can confidently advocate for more flexibility at work.
Research your company’s existing policies
Before making a request, take some time to dig into your company’s current policies. Check the employee handbook or benefits portal to see if there are any flexible work options already in place. Some companies have these policies but don’t actively promote them, meaning they could be available but are underutilized.
If you’re not sure where to look, ask human resources directly. You can frame your question as curiosity about what’s available, which feels less formal than immediately making a request. Knowing what already exists helps you avoid unnecessary pushback and may reveal easy options to start with.
Assess what kind of flexibility you need
Flexibility means different things for different people, so take a moment to reflect on what you really need. Are you hoping to work from home a couple of days a week, adjust your hours, or try a compressed workweek? Maybe you’d benefit from the ability to shift your start and end times by an hour or two.
Be specific about what kind of flexibility would improve your productivity and wellbeing. The clearer you are about your needs, the easier it will be to explain how this arrangement can work for both you and the company.
Build a case with data and examples
It helps to show that workplace flexibility isn’t just a personal preference. It’s something that benefits businesses too. Look for studies or articles highlighting how flexibility improves productivity, reduces turnover, and boosts employee engagement. Research shows that employees with flexible work options report higher job satisfaction and lower burnout rates. Who could argue with that?
If you know other companies in your industry that offer flexible work, this is a good time to bring them up. This can make your request feel more reasonable and show that the company risks losing talent to competitors if they don’t adapt to the latest evolutions in the workplace.
Highlight the benefits for your employer
When presenting your request, focus on how flexibility will benefit the company, not just you. Explain how embracing this model could lead to better focus, improved performance, and even save the company money by decreasing turnover. If it could help your case, it may be worth mentioning how cutting down your commute or adjusting your hours could give you more energy and boost productivity.
Framing your request as a win-win makes it more appealing to managers and even tells them they can view you as someone who’s thinking about the bigger picture.
Be professional and prepared
Approach the conversation with professionalism and a clear plan. Schedule a time to discuss your ideas privately, and prepare to explain your reasons calmly and clearly. If you’ve done your research and built a solid case, you’ll feel more confident going into what could feel like an intimidating conversation.
Remember to stay open to feedback (and remind yourself that you may be told no). Companies may not always be able to offer exactly what you’re asking for, but they might suggest alternatives that still provide some level of flexibility.
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Suggest a trial period
If your employer seems hesitant, offer a trial period to evaluate how it works for you and your team. You can suggest working remotely one day a week for a month to see how it impacts your performance. A temporary arrangement may feel less risky for employers and gives them a chance to evaluate the results before committing long-term.
Offer to track your progress and share updates during this trial run. This shows initiative and helps your manager feel more comfortable with the change.
Focus on performance, not hours
A great way to advocate for flexibility is by shifting the focus to your results rather than the number of hours you spend at your desk. Highlight times when you’ve exceeded expectations or completed projects ahead of schedule.
By showcasing that you can deliver strong results regardless of where you’re working or how many hours you’re clocking, you’re reinforcing the idea that flexible work won’t negatively impact performance, but being overworked will.
Ask for small changes first
If your company isn’t ready for major shifts like full-time remote work, start small. Ask for a more manageable work accommodation, like adjusting your start time by 30 minutes or working from home once a week. These smaller changes are often easier for managers to approve and can pave the way for more flexibility down the road.
Gather support from colleagues
You’re probably not the only one interested in flexible work. I mean, who wouldn’t want a more flexible work alternative? Quietly ask around and see if your colleagues feel the same way. If several employees do, consider presenting your request to your boss as a team.
This collective approach can carry more weight and show that flexibility isn’t just a personal issue — it’s something that could benefit the entire workforce. Hoping to get closer with your coworkers? Here’s how to improve interpersonal skills in the workplace.
Be patient but persistent
Changing company culture takes time, especially if the company is a bit more old school and stuck in the belief that being onsite equals being more productive. If your initial request doesn’t get approved, don’t be discouraged. Sometimes it takes multiple conversations for leadership to recognize the value of flexibility and the benefits of restructuring your team’s workforce.
Stay positive, keep doing great work, and revisit the topic when appropriate. If you’re a manager being approached with these topics, these tips can help you navigate stressful conversations and situations.
💙 Check out this session on Patience from the Daily Calm to learn how to be more patient with others (and yourself).
Workplace flexibility FAQs
What types of jobs offer the most workplace flexibility?
Jobs in tech, marketing, design, writing, and customer service often offer the highest flexibility since much of the work can be done remotely, while roles like software development, graphic design, and content creation are typically remote or hybrid setups.
Other job markets, like healthcare (telehealth) and education (online teaching), are increasingly offering more flexible work options. Even industries with physical demands, like retail, are exploring job sharing and shift flexibility to give back to their workforce in meaningful ways.
While job hunting, look for job postings that mention remote work, flexible hours, or hybrid arrangements to find roles that align with your needs. Here are some tips to discover what your needs actually are.
What are the problems with workplace flexibility?
One common issue with workplace flexibility is the risk of work-life boundaries becoming blurred, which can lead to burnout. Without a clear separation between work and personal time, it’s easy to work overtime, whether that be longer work days or even checking or responding to email on weekends. Setting defined work hours and sticking to them can help maintain that distinct balance.
It also may be easier to miscommunicate when you’re working remote, which may lead to feelings of isolation or being out of the loop. Regular virtual check-ins, team meetings, and setting clear expectations can help.
Fairness can also become an issue if flexibility isn’t available to all roles. Companies can begin to address this potential concern by being transparent about why certain positions have more flexibility and offering other benefits to balance the scales.
How can small businesses implement flexible work policies?
Small businesses can introduce flexibility by allowing remote work a few days a week, adjusting start and end times, or offering shift swaps. Even minor changes, like letting employees take longer breaks (or many micro-breaks) or work half-days on occasion to attend doctor’s appointments or other personal matters can improve morale. Job sharing and part-time options are also simple ways to offer flexibility without negatively impacting a company’s operations.
Using affordable tech tools like Zoom, Google Drive, and project management apps helps small teams collaborate remotely. Starting with a trial period for flexible work can help small businesses identify what works best before expanding these policies.
What are the challenges of workplace flexibility for employers?
Employers often worry about maintaining productivity and accountability in flexible work environments. Without having someone physically oversee your work output, tracking progress can seem challenging. But it doesn’t have to. Shifting focus to results rather than hours worked helps address this concern. Regular check-ins and goal-setting also ensure work stays on track.
Another challenge is maintaining a positive, uplifting company culture and team connection. Remote and flexible setups can lead to employees feeling lonely and isolated, so employers need to prioritize virtual team-building activities and occasional in-person gatherings. Fairness across roles is also important, and employers should clearly explain why some positions have more flexibility and offer alternative perks to ensure everyone feels valued.
How does workplace flexibility impact mental health?
Workplace flexibility can positively impact mental health by reducing stress and helping employees manage personal responsibilities. Flexible hours or remote work may allow people to create healthier routines, avoid long commutes, and take mental health breaks when needed. This can lead to lower burnout and improved wellbeing.
However, without boundaries, flexibility can sometimes lead to overworking or isolation. To counter this, employees should set clear work hours and employers should encourage regular breaks and promote mental health resources. Overall, flexible work environments contribute to happier, more engaged employees who are better equipped to handle stress and maintain productivity.
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