From an industry perspective, HealthONE, a Colorado-based alliance for hospital services, has found that flexible hours could stem the loss of employees who can`t fit their jobs into their children`s schooling. Some Colorado school districts maintain classes in a nine-week/three-week rotation, so HealthONE has offered employees the same rotation in their work schedules. This approach has been less costly than replacing outgoing workers in an extremely competitive healthcare talent market. Whether it`s flexible working hours for staff with children at home during the COVID-19 pandemic or flexible working rules on an ongoing basis, support for working parents is a necessity for staff engagement and satisfaction. In addition to the more traditional options for work flexibility that will be discussed later in this article, employers should consider creative options, for example. B modulated employee positions, rotating days or weeks of attendance at the office with telework and gradual return to work, starting with a reduced schedule and return to full-time. Studies that examine who has access to flexible scheduling have shown that it is highly skilled/trained workers in higher professional occupations and supervisory roles who are most likely to have access to it.   Contrary to what many believe, women do not have better access to flexible hours and jobs dominated by women have less favourable access to flexible hours than jobs where there are more men or the same number of men and women.  Many studies investigate the results of flexible working. For example, a study conducted by Origo and Pagani, based on a sample of European countries, revealed an in-depth analysis of the concept of flexibility by testing the degree of heterogeneity with regard to the effects of flexibility on job satisfaction, and found a positive link with certain aspects of the workplace, while finding a negative or non-existent relationship with other aspects. There are more and more indications about the “business case” of flexible working.
A meta-analysis of studies has shown that flexible working can offer a wide range of benefits to companies, including increased performance, productivity and reduced absenteeism, etc.. Gentle flexible diets can create several challenges, especially if employees accumulate too many flexible hours, they have to perform a “flex burndown” because they burn the Flex. Similarly, taking a flexible day is called “flexing off”. Other workers may choose to simply arrive early, for example. B leave 5 or 6 .m. and in the afternoon, or come late and therefore leave late. One of the advantages of such a roadmap is that shuttle hours occur outside of overloaded business traffic within a given geographic area. Flexible hours also help parents: one parent works 10.m – 18 hours .m and takes care of the children in front of the school/daycare, while the other parent of 7.m – 3 p.m. works and takes care of the children after school/daycare. This gives parents time to commute.
 Flexible working hours are also beneficial for workers undergoing training. The concept of flexible working time accounts is to create work-auto accounts and workers can keep their working hours on their own accounts, as well as save money. The hours of work in their accounts are their wealth, allowing employers and workers on both sides to increase or decrease the work they need without harming wages and well-being. While the objective of flexible working is achieved, the account system can be short-term, long-term or permanent (lifetime) of the Convention.  Haller founded a company in the UK in 1971 and notified the trademark “Flextime”, with the trademark remaining the property of successor hfx Ltd. In the spring of 2003, in the United Kingdom, 17.7% of men and 26.7% of women worked flexible hours (Office for National Statistics 2003).  In the UK, flexible time work is commonplace in both the private and public sectors. . . .