WHAT IF WE GET FLEXIBLE WORKING WRONG?
Flexible working. Working from home. Hybrid working. Remote working. A four-day working week. These are some of the common flexible working arrangements organisations are currently experimenting with as we redesign the way people work for a new and uncertain world.
However, what if we get flexible working wrong?
There of course would be significant impacts on people. Additionally, there would almost certainly be unquantifiable impacts on the economy, productivity and the way Australia competes in a globalised marketplace. These are all important risks to consider as the decisions we make today will shape the way people work for generations to come.
The verdict is still out on some types of flexible work, specifically when it comes to working from home. In this article we will examine how the working week in Australia has evolved over time. The purpose of this approach is to highlight how decisions made in relation to employment have a broader, cumulative, and even long-term historical impacts. Employment decisions should never be made in isolation or without consideration to these factors, including the longer-term impacts.
The industrial relations framework that underpins the way we work is a complex system, that has evolved in a determined and methodical way over the last 120 years in Australia. Respecting and understanding this system helps inform how organisations might progress with flexible working to ensure we get it right both now, and for the future of work.
1927 – A standard 44 hour working week. A worker in Australia in 1927 worked a standard 44 hour working week and may be entitled to take a sick day and access up to 10 days annual leave. However, for most Australian workers at this time those entitlements were the exception and not the rule.
1947 – A standard 40 hour working week. A worker in Australia had the working week reduced from 44 hours to 40 hours per week. Additionally, women who worked were only entitled to receive 75% of the male award wage up until 1972, when the Equal Pay Decision removed separate minimum award rates based on gender.
1983 – A standard 38 hour working week. It was not until 1983 that the standard working week for the Australian worker reduced to 38 hours per week, which exactly 40 years later, today in 2023, remains the predominant standard working week that applies for most workers.
2023 – A standard XX hour working week, working from anywhere? Steps are currently afoot to standardise flexible working arrangements, to enable workers the right to work flexibly from anywhere. How will history reflect on decisions made today about flexible work? Right now, we don’t have the answer to this question. However, let’s be certain we spend the time now to get it right.
More information
If you enjoyed reading this article you might find some of our other (mostly FREE!) HR tools and resources available for download on our website of value, including:
· Guide: Preparing for Enterprise Bargaining
· Checklist: Preparing for Enterprise Bargaining
· Calendar: Workplace Relations Changes Calendar 2023
· Article: Understanding the Better Off Overall Test (BOOT)
· Article: Understanding the New Pay Secrecy Provisions
· Article: What are great HR teams are focused on when it comes to workplace relations changes?
Work with us
Humanify HR Consulting is a purpose driven provider of workplace relations, leadership, culture, coaching and HR consulting services. Contact us at hello@humanifyhr.com.au to see how we can work together to help you thrive in a new world of work.
Important Disclaimer: The material contained in this article is provided as general information only. It is not, nor is intended to be legal advice. If you wish to take any action based on the content of this article we recommend that you seek professional advice.
