Remote work. Hybrid work. Result-only work. The four-day workweek…
This is just a small sampling of the many flexible work arrangements organizations use today. From create-your-own schedules to full-time work-from-home setups, options abound.
But which flexible schedule is best for your business?
While the answer varies by industry, department and company size, recent surveys and studies offer clues into what employees want — and what organizations need. Let’s look at the latest findings now.
What are flexible work schedules?
While flexible work schedules vary, the goal is the same across models — to give employees the space they need to work as efficiently as possible while meeting business needs for accountability. These schedules provide alternatives to the traditional 9-to-5 arrangement by allowing employees to adjust hours, work from different locations or compress the workweek.
For some teams, that means flex time with staggered start and end hours. For others, it involves a mix of working from home and reporting to the office. At their core, each type of flexible schedule allows employees to adjust hours based on individual productivity needs and preferences — all while fulfilling job requirements. Compared to the standard 40-hour workweek, flexible work schedules give teams greater control over when and where to work.
The prominence of flexible work schedules
Recent surveys show flexible work is fast becoming a standard expectation for employees — and a strategic advantage for employers. But how much flexibility do organizations really offer? Only one‑third of companies in the U.S. now require workers to report to the office full-time. The rest either embrace structured hybrid models, let employees build their own schedules or stick to fully remote setups.
In fact, one recent survey found 63% of employers offer hybrid work opportunities to most employees. Even more prioritize flexible work as a key benefit — one that helps reduce turnover and increase retention.
True, many of these flexible work schedules occur in the private sector. And when it comes to remote arrangements, knowledge workers are most likely to benefit. Still, the demand for flexible hours continues to increase across industries. The sooner you start to experiment with schedule flexibility, the better positioned you’ll be to create a policy that works well for everyone.
Demand for flexible work schedules
The appetite for flexibility is reshaping how employees think about their jobs — and their loyalty. Three in four workers with remote-capable jobs currently work from home at least part-time, and 46% say they’d quit their jobs if employers took away that perk. Even among those who rarely or never work from home, 63% would choose to do so if given the option.
For employers, the takeaway is clear. Flexibility is no longer a fringe benefit. It’s a competitive advantage. Additional research shows nearly one-third of professionals are actively hunting for new jobs, and the desire for more work flexibility ranks among top motivators. Almost half of job seekers want hybrid roles, while more than a quarter are looking for fully remote positions. Our advice? Use this data to guide your hiring strategies, retention efforts and workplace policies to attract and keep top talent.
How flexible work schedules impact productivity
Despite lingering myths that remote and hybrid employees get less done, productivity data tells a different story. According to one survey, organizations offering flexible schedules gain an extra day’s worth of work from each employee — every single month. Another study found that team members who work from home are 13% more productive than those who report to an office. The lower commute times alone make a big difference. Remote workers save an average of 72 minutes a day that would otherwise go to commuting, and give 40% of that time back to employers in the form of extra work.
But the benefits don’t stop at hours and output. Flexible arrangements help employees work smarter by aligning schedules with peak focus times. Add a clear policy, proper workload balance and the right technology, and productivity soars. Employees with flexible schedules at least match — and often exceed — the output of their full-time, in-office peers.
The relationship between flexible work and employee well-being
Another reason to prioritize flexible work schedules? It plays a pivotal role in shaping how employees feel about their jobs. Workers with high-quality schedules enjoy better work-life balance and more job satisfaction than those with unpredictable hours. They also experience less burnout and fatigue.
That’s not all. This is one area where the type of flexible schedule you offer correlates to tangible benefits. According to the American Psychological Association, employees enjoy the work-life balance of four-day workweeks so much that 42% would take a pay cut just to have the option. Other studies underscore the impact of well-designed flexible policies on performance and morale. A whopping 75% of surveyed hybrid workers say the arrangement contributed to improved mental well-being.
The takeaway is clear. When choosing the right model for your workforce, ask your employees what works best for them to ensure you reap the benefits of a more engaged workforce.
Cost implications of flexible work schedules
Another reason to embrace flexible work schedules? Various studies correlate them to measurable savings, for both employers and employees. Fewer people in the office means lower costs for real estate, utilities, cleaning and amenities — even if you maintain a smaller space for select teams. In fact, Global Workplace Analytics estimates the average U.S. employer saves $11,000 annually per half-time remote worker.
The benefits extend to employees’ wallets, too. Remote and hybrid workers save as much as $6,000 a year on commuting-related expenses such as gas, car maintenance, parking, clothing and food. Beyond dollars, time is another major win — a half-time remote worker saves the equivalent of 11 workdays a year simply by eliminating their commutes. For leaders, these savings translate into higher morale, stronger retention and more competitive employment offers — all while optimizing operational expenses.
Choose the right flexible schedule for your workforce with ActivTrak
Designing the right flexible schedule isn’t just about keeping employees happy. It requires aligning people, processes and technology to drive long-term success. But you can’t do it right without data-driven insights.
ActivTrak’s hybrid and remote workforce management software shows you when, where and how teams work best for more data-driven decisions. More than 9,500 organizations use it to measure productivity by location, monitor workload balance and guide policy.
Ready to get started? Request a demo to see how ActivTrak helps you build a sustainable, high-performance flexible work strategy.
