Global flexible working policy template

£ 20

Our Global Flexible Working Policy Template sets the standard for flexible work arrangements across the organization, ensuring consistency, fairness, and adherence to local laws and regulations.

This policy has three parts: an 'overview' that explains what it's about, 'scope' which details who it applies to, and 'general principles' that list the main rules it follows.

Why this policy is necessary

The Global Flexible Working Policy offers a comprehensive framework for organisations to establish consistent guidelines for flexible work arrangements across their global workforce.

It aims to promote work-life balance, accommodate diverse employee needs, and enhance operational flexibility while ensuring adherence to local laws and regulations.

  • International Labour Organization (ILO) Conventions: Globally recognized labor standards that may apply in various regions, promoting fair labor practices and workers' rights.

  • European Union (EU) Working Time Directive: Applicable to EU member states, this directive governs working time, rest periods, and flexible working arrangements in European countries.

  • United States Fair Labor Standards Act (FLSA): Governs labor standards, including overtime pay and flexible work arrangements in the United States.

  • Canadian Labour Code: Applicable in Canada, it regulates employment conditions, including flexible working arrangements.

  • Australian Fair Work Act: Governs employment standards, including flexible work arrangements, in Australia.

  • Japan's Labor Standards Act: Applicable in Japan, it outlines employment conditions and may impact flexible work policies.

  • Brazilian Labor Code: Applicable in Brazil, it governs labor rights and may influence flexible work arrangements.

  • China's Labor Law: Regulates labor relations and employment conditions, including flexible work arrangements, in China.

  • South African Labour Legislation: Applicable in South Africa, it governs employment conditions, including flexible work arrangements.

  • United Arab Emirates (UAE) Labor Law: Relevant for labor regulations, including flexible work arrangements, in the UAE.

Please note that these are just examples, and specific legislation can vary within regions and countries. It's crucial to consult with legal experts to ensure compliance with local employment laws when implementing global flexible working policies.

Specifications

Reading time icon
Time to read / prep / use
5 mins
Document specs icon
Word count / length
462 words, 2 pages A4
Date last reviewed icon
Date last reviewed
1 June 2024
global flexible working policy template

Global flexible working

Overview

At [Company Name], we recognise the importance of offering flexible working arrangements to our employees to promote work-life balance, enhance productivity, and attract and retain top talent. This Global Flexible Working Policy outlines our commitment to providing flexibility in how and where work is conducted while ensuring operational needs are met.

Scope

This policy applies to all employees of [Company Name] worldwide, including full-time, part-time, and remote workers, unless otherwise specified by local laws and regulations.

General Principles

Types of Flexible Working Arrangements

  1. Remote Work: Employees may work from a location outside of the traditional office, either on a regular or occasional basis, subject to the approval of their supervisor.

  2. Flexible Hours: Employees may have the option to adjust their daily work hours to better suit their personal needs, provided this does not compromise the efficient functioning of their team or department.

  3. Job Sharing: Job sharing allows two or more employees to share the responsibilities of one full-time role, with each employee working part-time. This arrangement requires prior approval and coordination with HR and the respective department.

  4. Compressed Workweek: Employees may work a compressed schedule, completing their standard weekly hours in fewer days.

Eligibility

All employees are eligible to request flexible working arrangements. Eligibility may be subject to local laws, business needs, and the employee's performance.

Request and Approval Process

  1. Employees should submit their request for flexible working arrangements in writing to their supervisor or manager.

  2. Supervisors and managers should consider the request based on operational needs, team dynamics, and job requirements. They will communicate their decision within [X] days of receiving the request.

  3. If the request is approved, the employee and their supervisor will work together to establish clear expectations, performance metrics, and communication protocols.

  4. If the request is denied, the supervisor or manager should provide a clear explanation of the reasons for the denial.

Performance and Evaluation

Employees working under flexible arrangements are expected to maintain the same level of performance and productivity as their in-office counterparts. Regular performance evaluations will continue as usual.

Data Security and Confidentiality

Employees must adhere to the company's data security and confidentiality policies, regardless of their work location. Remote workers must ensure the security of company data and equipment.

Termination of Flexible Arrangements

Flexible working arrangements may be terminated or modified at the discretion of the company based on business needs. Employees will receive reasonable notice and the opportunity to discuss alternative arrangements.

Compliance with Local Laws

This policy is intended to comply with applicable local, state, and national laws and regulations regarding flexible working arrangements. In the event of any conflict between this policy and local laws, the relevant laws will prevail.

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This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]

Why choose our Global flexible working policy template?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

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Wasting money buying documents that don't meet best practice or legislation.
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