Flextime (or flexitime, flexi-time, originally derived from the German word Gleitzeit which literally means 'sliding time') is a variable work schedule, in contrast to traditional work arrangements requiring employees to work a standard 9am to 5pm day. Under flexitime, there is typically a core period of the day when employees are expected to be at work (for example, between 10 am and 4pm), whilst the rest of the working day is "flexitime", in which employees can choose when they work, subject to achieving total daily, weekly or monthly hours in the region of what the employer expects, and subject to the necessary work being done.
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Flextime (or flexitime, flexi-time, originally derived from the German word Gleitzeit which literally means 'sliding time') is a variable work schedule, in contrast to traditional work arrangements requiring employees to work a standard 9am to 5pm day. Under flexitime, there is typically a core period of the day when employees are expected to be at work (for example, between 10 am and 4pm), whilst the rest of the working day is "flexitime", in which employees can choose when they work, subject to achieving total daily, weekly or monthly hours in the region of what the employer expects, and subject to the necessary work being done.
A flextime policy allows staff to determine when they will work, while a flexplace policy allows staff to determine where they will work. Its practical realization can mainly be attributed to the entrepreneur Wilhelm Haller who founded Hengstler Gleitzeit - and later 'Interflex Datensysteme GmbH' in Southern Germany where today a number of companies offer Flexitime (Gleitzeit) solutions which have grown out of his initiativefact: date=May 2008.
Flextime (or flexitime) in the United Kingdom
In spring 2003, 17.7% of men and 26.7% of women were employed with flexitime arrangements in the United Kingdom, (Office for National Statistics 2003)1. In the United Kingdom, flexitime working is commonplace in both the private and public sectors. The practice is often found in administrative and back office functions of commercial organisations and local councils.
In 2003 the UK Government introduced legislation that gave parents of children under 6, or the parents of disabled children under 18, the right in law to request a flexible working arrangement from their employer. A survey in 2005 by the National Office of Statistics 2 showed that 71% of female workers and 60% of male workers were aware of the rights created under the 2003 legislation. Between 2003 and 2005 more than 14% of all workers had requested a change to flexible working. From 6 April 2007 the law will extend the right to request flexible working to careers of adults.
Shift workers are generally excluded from flexitime schemes as are senior managers. Other groups of workers for whom flexitime arrangements are rare include those who serve the public during specific opening times.
For employers, flexitime can aid the recruitment and retention of staff. It can also help provide staff cover outside normal working hours and reduce the need for overtime. Additionally flexitime can also improve the provision of equal opportunities to staff unable to work standard hours.
Flexitime can give employees greater freedom to organise their working lives to suit personal needs. In addition, travelling can be cheaper and easier if it is out of peak time.
