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Managers are critical enablers of workforce flexibility, serving as the bridge between policy and practice.

Managers are critical enablers of workforce flexibility, serving as the bridge between policy and practice.

This form can help employees who wish to request flexible work.

The Fair Work Ombudsman requires that requests for flexible work are delivered to the employer in writing to ensure clarity on agreements and adherence to legal requirements.

A formal policy on flexible work explicitly states the intent and practices of an organisation.

Understanding the context and maturity of your business is a crucial first step in integrating flexible working arrangements.

Workplace flexibility is best when it meets the needs of both employees and the business.

Below are answers to commonly asked questions.

This resource will help you map your business' current state against a range of factors including those to attract, recruit and retain women.

Flexible work is most commonly defined by what it is not – not the 9 to 5, central office arrangement.

Use workplace flexibility to support diverse and innovative workforces.

The information in this section is to assist you in designing, developing, and implementing your supported returner program.

While motivation and circumstances differ by individual, there are some common considerations across the broader group.

The following guidance materials supports business with best practice information, practical tips and resources to improve the attraction, recruitment and retention of women returning to the workforce after a career break.