Flexible Working Arrangements Policy Template Template

FLEXIBLE WORKING ARRANGEMENTS POLICY [Company Name] Effective: [Policy Effective Date] Review: [Next Review Date] 1. PURPOSE [Company Name] supports flexible working arrangements as a way of attracting and retaining talent, supporting work-life balance, and meeting our obligations under section 65 of the Fair Work Act 2009. 2. WHAT IS FLEXIBLE WORK Flexible work includes (but is not limited to): (a) variable start and finish times; (b) compressed work weeks (e.g. 9-day fortnight); (c) part-time work; (d) job-sharing; (e) remote work or working from home (see separate WFH policy); (f) variable rosters or shift patterns. 3. ELIGIBILITY UNDER THE FAIR WORK ACT Under section 65 of the Fair Work Act 2009, an employee may request a flexible working arrangement if they have at least 12 months of continuous service AND meet one of the following circumstances: (a) is the parent of, or has responsibility for the care of, a child of school age or younger; (b) is a carer (within the meaning of the Carer Recognition Act 2010); (c) has a disability; (d) is 55 or older; (e) is experiencing family or domestic violence; (f) is providing care or support to an immediate family or household member experiencing family or domestic violence. Casual employees with 12 months of continuous regular service may also make a request if they meet a qualifying circumstance. 4. HOW TO REQUEST Requests must be in writing and: (a) state the change(s) sought; (b) explain the reason(s); (c) propose a start date. 5. EMPLOYER RESPONSE [Company Name] will: (a) discuss the request with the employee; (b) genuinely try to reach agreement; (c) consider the consequences of refusal; (d) respond in writing within 21 days. A request can only be refused on reasonable business grounds, and the response must: (a) state whether the request is granted, refused, or alternative arrangements are proposed; (b) where refused, give detailed reasons and explain dispute resolution rights. 6. REASONABLE BUSINESS GROUNDS Examples (non-exhaustive) include: (a) the arrangements would be too costly; (b) lack of capacity to change other employees' work or to recruit; (c) impracticality; (d) likely significant loss of efficiency or productivity; (e) likely significant negative effect on customer service. 7. DISPUTE RESOLUTION If the employee disagrees with a refusal or the alternative offered, the matter may be referred to the Fair Work Commission for arbitration under the Fair Work Act amendments effective 6 June 2023. 8. NO ADVERSE ACTION [Company Name] will not take adverse action against an employee for requesting flexible work or pursuing dispute resolution. 9. REVIEW This policy will be reviewed annually and amended as required. Approved by: ____________________________________ (CEO / Director) Date: [Policy Effective Date]