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Home > Industrial Relations > Work, family and lifestyle > Types of work-life balance provisions > Provisions for award and non-award employees > Flexible work hours

Flexible work hours

Description
Eligibility for Award employees
Eligibility for non-Award employees

Description

Flexible work hours allow employees flexible start and finish times, providing they work their required hours. Employers could prescribe core hours of the day when employees have to be at work and give employees flexibility within the non-core hours at the beginning and end of the day. Such flexibility allows employees to meet regular or unexpected family commitments during non-core hours without penalties.

Eligibility for award employees

It is important that employees and employers are aware of the current provisions under their relevant award in regard to hours of work and overtime. The ‘hours of work’ clause in an award states the maximum number of hours an employee can work per week and per day, without receiving overtime payments. These hours are called ‘ordinary hours’ and the awards specify the earliest starting time and latest finishing time for ordinary hours. When negotiating flexible work hours it is important to be aware that the proposed flexible hours may conflict with the awards ‘ordinary hours’.

For example, under the Clerical Employees Award - State 2002 , ordinary hours may be worked between 6.30 a.m. and 6.30 p.m. on Mondays to Fridays (inclusive), and between 6.30 a.m. and 12.30 p.m. on Saturdays. If employers or employees wanted a flexible arrangement that allows employees to start earlier than 6:30 a.m. or finish later than 6:30 p.m then overtime payments would be due. If employers want to formulate a flexible work practice that does not involve overtime, employers may wish to form a certified agreement.

Eligibility for non-award employees

Flexible work hours are not provided for under the Industrial Relations Act 1999 (PDF, 1.9 MB) and must be negotiated with and approved by the employer. However, provisions that are not entitlements under the Act may still be available in your organisation. Contact your human resources department or employer to find out what provisions are available to you.

Last updated 21 July 2009