Types of Flexible Work Arrangements


Type of Arrangement Benefits Considerations
Remote Work: Doing part or sometimes all of the work off-site connected to the office via computer, phone, etc.
  • Maintains pay and benefits
  • Saves commuting time
  • Enhanced productivity: some tasks are better done away from the office with fewer interruptions
  • May enhance the use of facilities or equipment
  • May facilitate compliance with environmental legislation
  • May ease parking demands
  • May provide extended coverage
  • May assist employees with disabilities
  • Has this staff member provided examples of working well independently?
  • Will the change in job location cause under-staffing at the on-site work place?
  • Can scheduled meetings, projects, etc., be accommodated?
  • Will office communication (customer/co-worker) be affected?
  • Is regular feedback and oversight from a supervisor necessary?
  • Is computer literacy and problem-solving critical?
  • How will files be protected and confidentiality maintained?
  • Are materials and/or equipment necessary at the off-site location? If so, how will they be provided?
  • Is face-to-face communication required?
  • Is access to in-office materials necessary?
  • Are needed databases accessible? 
  • Can appointments be independently determined and negotiated?
  • Have job duties and performance been discussed? 

Flextime: Allows a staff member to begin and end work at non-standard times within limits. The staff member still works the same number of hours per day or week.

  • Retains full pay and benefits
  • If hours change, will under-staffing occur?
  • If necessary, can scheduled meetings, projects, etc., be accommodated?
  • Are there safety concerns or building access issues?

Compressed work week: Allows the staff member to work full-time hours in less than a 5-day work week.

  • Retains full pay and benefits
  • May reduce commuting time and costs
  • May enhance use of facilities or equipment
  • May increase total staff hours
  • Is working the longer hours feasible (stamina and work responsibilities)?
  • If hours change, will under-staffing occur?
  • Can scheduled meetings, projects, etc., be accommodated?
  • Are there safety concerns or building access issues?

Job share: A form of regular part-time work, where two people share the responsibilities of one position by splitting the hours and responsibilities, either evenly (each do two and a half days per week) or unevenly (one might work two days per week, the other three days per week).

  • Receive health coverage if employed 50 percent time
  • May increase breadth of skills and experience
  • May provide coverage by two during peak hours or when two projects or activities demand simultaneous attention
  • Is there already a partner to share job responsibilities, or will a partner be needed?
  • Are job partners compatible?
  • What are the job hours for each and is overlap necessary?
  • Are both to attend team or unit meetings?
  • Will there be additional costs to account for two salaries and benefits?
  • Have pay and benefits been explained to the affected employees?
  • Have job tasks and supervision been addressed?
  • How will communication between the job sharers be maintained?
  • Has reversibility of the arrangement been discussed?
  • What will occur if one partner leaves?

Reduced hours: Reduced work hours decease the current hours worked to a less than full-time position. Reduced work hours can affect pay and benefits.

  • May allow employer to reduce costs without losing a specific staff member
  • Can allow for the temporary transitioning to or from a health or life event.
  • Has reduction in income and, possibly, benefits been reviewed with the employee?
  • How will the unassigned job tasks be handled?
  • Will under staffing occur?
  • Can scheduled meeting, coordinating projects, etc. be accommodated?
  • Will office communication (customer and co-worker) be affected?
  • Has the reversibility of the arrangement been discussed?
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