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The demand for flexible work in New Zealand is increasing.

arrangemetns Factors such as an increase in the number working parents and advancements in technology mean that legal workplaces that embrace flexible working will have an advantage in attracting and retaining staff. Under part 6AA of the Employment Relations Actall employees have the right to request a variation of their working arrangements at any time.

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Employers have an obligation to respond to requests as soon as possible and not later than 1 month after receiving the request.

There is a limited, but broad, number of reasons employers can decline a request, such as an inability to recruit additional staff or to reorganise work.

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There may be negative misconceptions about employees who request flexible working arrangements, for example, that they are not as committed to their work. Normalising flexible work for men and women reduces these negative impacts and helps men and women to share caring responsibilities.

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Legal workplaces should see flexible work as an option for all employees. Perceptions that flexible working will not be supported by employers specjal one of the main reasons employees are reluctant to make a request.

Employees may feel that working flexibly will harm their career if it means that they are seen as being less committed to their intl, disadvantaging them compared to employees who work full time in the office. Legal workplaces can counter this by adopting a flexible working strategy and making it clear that requests will be listened to.

For information and guidance about how to support parents in the legal profession click here.

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Flexible working arrangements What is flexible working?

Employer obligations Under part 6AA of the Employment Relations Actall employees have the right to request a variation of their working arrangements at any time. Requesting flexible work checklist Employment New Zealand Responding to a request checklist Employment New Zealand Benefits to flexible work Flexible working has benefits for employees, such as: Flexible working also has benefits for employers, put What legal workplaces can do Develop a clear policy on flexible work.

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If senior members of a legal workplace take the opportunity to work flexibly, this can be an example for other employees that flexible working is accepted and encouraged. Clearly communicate to employees that flexible work is accepted and workong not have an adverse impact, either directly or indirectly, on their opportunities.

Ensure that employees who work flexibly are not discriminated against in promotion decisions, performance ratings, bonuses and opportunities for work.

Watch out for bias. Educating employees and managers about unconscious bias can help to reduce these effects.

Highlight success stories of flexible work within an organisation. Be open to flexible working ideas from employees.

Flexible work can include a range of different arrangements and exploring these can result in optimal productivity and employee retention. Eorking trial period for new flexible working arrangements can be a good way to explore new options.

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What individuals can uot Know the business case for flexible work. Providing employers with the benefits to flexible working arrangements can help with debunking some of the myths around employees who work flexibly. Figure out what you are trying to accomplish through working flexibly and tailor your suggested arrangement to meet those needs.

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Your employer may have a particular objection to your plan, or the structure of your legal workplace might require your original ideas to be adjusted. Keeping open about new suggestions can help you to reach the best arrangement for you and your employer.

Flexible working arrangements - NZ Law Society

Ask for a trial period. Your employer may be more willing to try out new options if they are experimental rather than a permanent commitment. Write down your agreement.

Having a clear written record of your flexible working arrangement can help with sticking to boundaries and making sure your employer is clear about your arrangement. Be clear about your boundaries.

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If your arrangement involves arranfements remotely or working outside usual business hours, it is important to draw a clear line between work and home. It is important to review your flexible working arrangements to see whether they are meeting your needs. If not, then you can make suggest adjustments which will work better for you and your employer.

A survival guide to sorting out arrangements for your children | Advicenow

Mainstreaming flexibility toolkit Sample flexible working policies: Company A's Approach Example flexibility policy B Flexible work explained by Business NZ including common examples and policy guidelines for smaller organisations.

The Ministry for Women has guidance on how to normalise flexible work and parental leave for men and women. Flexible work just for female employees? Male Champions of Change talk about All roles flex.

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