The popularity of a compressed workweek has skyrocketed. Workplace flexibility has long been heralded as a way to bolster employee retention. Alternative work schedules have even been lauded as a key to keeping women in the workplace and off the off-ramp.
And now, with towns and cities across the country adopting a four-day work week, the trend towards workplace flexibility isn’t going anywhere anytime soon. But the four-day work week isn’t the only option. Here are some other options provided by When Work Works, a project of the Families & Work Institute:
Traditional flextime allows employees to chose their starting and quitting times within a range of hours surrounding core-operating hours. Daily flextime involves the same concept but allows employees to select their start and end times on a daily basis.
A compressed work week enables employees to work their full schedules over fewer number of working days. Usually this means 10 hours per day for 4 days, or 80 hours over 9 days. “Summer-hour” schedules add an hour to workdays Monday through Thursday, and end work at 1 pm on Fridays.
Time off during the workday to address personal and family issues includes time off for anticipated issues, such as parent-teacher conferences, or unanticipated issues, such as waiting at home for a repairman or delivery.
Paid time off to care for children permits employees to take off for a few days to care for a sick child without losing paid time.
Flex-Careers include multiple points for on- and off-ramping over the course of one career or working life. This can include formal leaves of absences and sabbaticals, as well as taking time out of the workforce.
Flex-Place is defined as working some or most of the employee’s working time at a location other than the employer’s main place of business. Telecommuting is included in this category.