Many businesses now offer flexible workplaces to meet the needs of their workers. Not only does this help the business to plan ahead in terms of available staff, but it also helps businesses to keep valuable staff and retain workers that have a lot of knowledge and experience about the business.

Workers who can bank hours, stagger their start and finishing times or have rostered days off can better meet responsibilities such as caring for children or parents. Research demonstrates that these workers are more likely to stay with a business, and will be able to work more productively.

Other practices, such as a compressed working week allowing workers to work longer hours per day but fewer days per week.

Job-sharing lets two or more workers share one full-time job.  It's a practical way of attracting and retaining older workers, including those with caring responsibilities, who do not wish to, or are unable to work full-time.

It can bring a wider range of skills to the one position, offers wider recruitment options, and provides opportunities for job sharers to support and learn from each other.

Additionally, job-sharing can reduce turnover in jobs that are demanding or monotonous, and can allow businesses to extend hours of operation without incurring overtime costs. 

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Part-time work isn't just for mothers returning to work or older people transitioning to retirement.

Many older workers want part-time work to:

• care for grandchildren, partners or elderly family members
• work in the community
• pursue lifelong learning
• travel.

Part-time work gives job protection, regular hours and access to the same benefits of full-time employment on a pro rata basis.  It means older workers can better manage their work and caring responsibilities and keep on working.

Part-time work may allow businesses to:

• retain valued older workers
• arrange jobs to coincide with peak or slow times
• extend hours of operation
• minimise turnover
• reduce absenteeism through better work/life balance.

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To meet their caring responsibilities, many older workers need a part-time job with few hours each day.  At the same time, a business may need a worker for only a limited shift.

The needs of both parties can be met through a Part-Time Work Agreement (PTWA), made under the Industrial Relations Act 1996 (NSW).

A PTWA allows a worker to work part-time by agreement with the employer regardless of any award restrictions on the number or proportion of workers who can work part-time or on the hours they can work.

A PTWA must provide for three continuous hours per shift.  However, a 2-hour shift can be worked if:

• for personal reasons (stated in the PTWA), the worker wants to work for 2 hours per shift; or
• the worker's workplace is within 5km from home; or
• the relevant award or enterprise agreement would otherwise allow for a 2-hour shift.

The agreement does not remove the worker from coverage by the relevant award - all other terms of the award apply on a pro-rata basis.

A PTWA may be for a set period of time and it may be varied, replaced or terminated.

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Businesses can offer their workers the opportunity to ‘purchase’ additional annual leave by a corresponding reduction in weekly pay throughout the year.

For older workers without caring responsibilities, purchased leave provides more leisure time to travel or pursue other interests.

For those with caring responsibilities, the extra time away from work could be used in conjunction with respite care to provide a well-earned break for the carer, or it could enable family members to share caring responsibilities.

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Some older workers, including those with caring responsibilities, do not wish to or are unable to work for parts of the year. However, they may be available to work during school holidays, over the Christmas period, or during peak business operations.

Businesses using older workers for seasonal work can plan for busier periods and attract and retain workers who otherwise might not be available. 

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Home-based work is another way that businesses can retain valued older employees who may otherwise leave the company. It can increase productivity because it reduces commuting time and because there are fewer interruptions to work.

Home-based work may be permanent or it may be used as and when it is needed to help older workers manage their work and caring responsibilities. 

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