Could flexible work solve your retention problem?

Flexible work practices are in demand. Research indicates that 87% of employees would like to work in a more flexible manner.

With labour market conditions remaining very tight, some employers have begun to use flexible work practices as a strategic tool to attract and retain talented employees.

Examples of flexible work practices include:

  • Part-time work
  • Working from home
  • Compressed hours
  • Flexitime
  • A four-day week.

Do you think this is something your organisation could put into practice?

Let’s take a look at how flexible work arrangements can benefit both you and your employees.

Flexible work can improve productivity

It’s true.

Flexible work practices increase productivity and quality of output. Employees use the flexibility to better manage their workloads and develop more efficient ways of completing their tasks.

Flexible work improves retention and recruitment efforts

Every employer wants to stand out from the crowd and attract the best talent, and we’re sure you do too.

Have you considered how flexible work could help differentiate your organisation? Flexible work practices give you access to a wider talent pool and also boost employee retention rates.

Flexible work promotes diversity

Using flexible work practices opens your organisation up to a wider range of potential employees. If you use flexible work practices, you’re much more likely to enjoy the benefits of a diverse, and more productive workforce.

Flexible work creates a positive work culture

One of the key benefits of flexible work is that employees have more autonomy to fulfil family and personal obligations. When employees have the flexibility to meet their obligations, this creates goodwill and helps maintain a positive workplace culture.

Flexible work is something worth shouting about

If employers in your industry don’t offer flexible work practices, it gives you the chance to stand out.

It provides an opportunity to create some publicity, to draw attention to your business and most important of all, attract top talent. This extra incentive may seem simple, but it’s effective.

Being the employer of choice in your industry will also benefit you from a retention perspective.

Flexible work practices reduce stress and absenteeism

 Last but by no means least, flexible work practices have been shown to reduce employee stress and absences due to illness.

Where to start

At the moment, employees don’t have a legal right to request flexible work arrangements. That said, it’s clear that there are upsides attached to being a flexible employer, which makes it worth considering.

If all those benefits sound like something your organisation would like to pursue, we recommend putting a written policy in place. This flexible working policy should set out the conditions attaching to flexible working arrangements. You should also state how you intend on handling requests for flexible working arrangements, as you’ll have to be fair with each employee.

For example, you may include a trial period in your policy, which the employee must complete before you make a final decision on their application.

Need help creating a flexible work policy? Call the advice line on +353 1 886 0350 to speak with one of our experts.





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Nora Cashe


Nóra studied Law in Griffith College Dublin and qualified as a Barrister in 2008, practising in the area of Criminal law. She is also member of the Irish Employment Law Association.

Nora has extensive experience representing clients at Employment Tribunal hearings, Conciliation / Mediation meetings before both the Workplace Relations Commission and the Labour Court. 

Nóra is a member of the Irish Employment Law Association and engages with the WRC Adjudication Service as part of their stakeholder engagement forum.

Deiric McCann

Genos International Europe

Deiric McCann leads Genos International Europe – The EU division of a world-leading provider of emotional intelligence solutions. 

With over two decades experience at the highest levels of management, Deiric supports clients to develop the resilience, emotional intelligence, psychological safety and engagements of their employees.

Rhiannon Coyne

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Rhiannon Coyne is a Senior HR Consultant at Graphite HRM and will be providing an overview of best practice on how to deal with complaints of bullying and harassment in the workplace. 

With a number of recent updates to employment laws, Rhiannon will take a closer look at employment equality and how it is interlinked to Health & Safety and what employers can learn from recent case laws.

David Begg

Workplace Relations Commission

David Begg was appointed Chairperson of the Workplace Relations Commission (WRC) in January 2021.

David is also a professor at Maynooth University Institute of Social Sciences. Mr Begg’s extensive history in the trade union movement included leading the ESB Officers Association and Irish Congress of Trade Unions, stepping away from the latter in 2001 to chair international aid agency Concern.

David Begg was also previously a director of the Central Bank of Ireland between 1995 and 2010.