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Flexibility tool
Flexibility can work on site. Start with a conversation.
A step-by-step guide for supervisors working through a request for flexibility. There are often more options than people first assume.
Check your award
This guide is general information only and isn't legal advice. Entitlements and obligations can vary depending on the award or agreement that applies.
Before responding to a request, please check the Fair Work Ombudsman website for your current award.
Working through a request
Have a conversation before making any decision.
1
Understand what the person needs
- What change are they asking for?
- What's the reason? They don't need to share personal details beyond what's relevant.
- Is it temporary or ongoing, and when would they like it to start?
- Is there any flexibility in what they're asking for?
You might say
“Thanks for raising this. Let's talk through what you need and see what we can make work.”
2
Understand what the job requires
Be specific about the real requirements, not just how things have always been done.
- Which tasks need to be on site, and which could be done elsewhere?
- Which tasks are time-critical, and when do they actually need to happen?
- What are the safety, supervision and client requirements?
- What are the upcoming project stages and pressure points?
3
Explore practical options
Look at the range of possibilities, not just yes or no. See the options table below.
4
Work through the impacts together
- What would need to change for this to work, such as handovers, communication or backup cover?
- Who else needs to be consulted?
- Could a trial period help test the arrangement?
5
Make and communicate the decision
- If you can agree, put it in writing with a start date and review date.
- If you can agree in part, explain what's possible and why.
- If you can't agree, explain the business reasons clearly and whether other options could work. Check your current award for any requirements before responding.
6
Review
- Set a review date, such as after 4 to 8 weeks.
- Check how it's working for the worker, the team and the project.
- Make sure the worker isn't missing out on training, opportunities or progression.
Flexibility options in construction
| Option | Examples |
|---|---|
| Changed start or finish times | Earlier start for school pickup, or later start after drop-off |
| Compressed hours | Longer days with an agreed rostered day off |
| Part-time or reduced hours | Fewer days per week, or shorter days |
| Predictable rosters | Fixed days, or rosters locked in with more notice |
| Location | A site closer to home, or less travel |
| Split roles | Office-based tasks, such as estimating or planning, on some days |
| Job sharing | Two people sharing a role or set of responsibilities |
| Temporary arrangements | Changes for a set period, such as a return from parental leave |
| Leave options | Purchased leave, time in lieu or a phased return to work |
Common mythsAnd what's actually true.
These come up often. None of them is a good reason to say no.
- “Flexibility doesn't work in construction.” Many construction businesses use flexible rosters and part-time roles successfully.
- “If I say yes to one, everyone will want it.” Each request is considered on its own circumstances.
- “Flexible workers aren't committed.” Flexibility often increases loyalty and keeps skilled people.
- “It's only for mothers.” People ask for many reasons, including caring for parents, study and health.
Got a request in front of you?Work through it on paper.
The printable guide has space to record the request, the options you considered, the decision and the review date.