This resource will help you map your business' current state against a range of factors including those to attract, recruit and retain women.
|Job sharing||Dividing a full-time job into multiple job roles, to be undertaken by two or more employees who are paid on a pro-rata basis for the part of the job each completes.|
|Purchased leave||A period of leave without pay, usually available after annual leave allocation is finished. This is deducted from the worker’s salary either as a lump sum or averaged over the year.|
|Phased retirement||The employee and the organisation agree on a schedule to gradually reduce the employee’s full-time work commitments. Their responsibilities may be phased out over a period of months or years.|
|Unplanned leave||Informal access to leave for unanticipated or unplanned events.|
|Flexible careers||The ability to enter, exit and re-enter employment with the same business, or to increase or decrease workload or career pace depending on life stage. This includes career breaks.|
|Flexible hours of work||Vary start and finish times.|
|Part time||Working less than full-time hours, paid on a pro-rata basis.|
|Compressed working weeks||Working the same number of hours, compressed into a shorter period.|
|Split shifts||When a work day is split into two or more parts.|
|Time-in-lieu||Compensation for working overtime, where employees reclaim overtime as time off work.|
|Annualised hours||When an employee works a certain number of hours over the whole year, with a degree of flexibility about when those hours are worked.|
|Teleworking||An employee may choose to work from a place other than the official place of work which is closer to home or closer to a meeting.|
|Working from home||Working from home some or all days of the week.|
What is flexible working?
This resource outlines what flexible working is and the range of options.