The flexible model of working shows the ability of the company to also consider the needs of the employees in terms of time. This model shows how flexibility affects both the employers and the employees. There are advantages and disadvantages to using this model. The term flexible working refers to working practices, mutually agreed between employee and employer, which cover working hours, locations or patterns of work. Such arrangements have to comply with the law on working time, including hours, rest breaks and the working week. As work has become less central to people’ s lives, vying for time with family and leisure, many have become concerned with what is termed the ‘ work-life balance’ .
‘ Work-life balance is about people having a measure of control over when, where and how they work. It is achieved when an individual's right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society’ . (Guest, 1999The advantages of flexible working to employers are reduced overheads, increased productivity and improved recruitment and retention. Flexibility makes it easier for employees to cover the essential demands of their home lives, and so encourages people to apply for jobs and to stay in them.
Working flexibly and paying attention to work-life balance is unlikely to improve an employee’ s financial situation in the short term, although there’ s an argument that balancing work and home eventually improves performance and productivity, which might then be reflected in improved financial rewards. Once employees calculated the cost, they will need to think about it. The disadvantages of flexible working for both employers and employees are the possibility of lower wages, possible isolation and estrangement from work colleagues, difficulties of motivation, organizing, adapting and planning.
In some industries, flexible working could be an obstacle to promotion.
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