Flexible work is available to you by default, regardless of:
All roles can have some type of flexibility.
But not all types of flexibility will work for every role.
If there’s a good reason a role can’t have a type of flexibility, managers and employees must look for a type of flexibility that will work.
Rather than when, where and how we work, we focus on:
If you’re an executive or manager, you need to set clear expectations with your employees about:
We can all support and champion flexible work.
This means executives and managers must model the principles set out in this policy to their employees.
And as we all serve the Victorian community, we must lead by example in how we work.
The health, safety and wellbeing of employees is at the core of flexible work.
With any flexible work, organisations, managers and employees must look at:
If you’re a manager, check in with your employees regularly to make sure they have what they need to work safely.
Flexible work needs to suit us all and reflect a strong commitment to each person’s and team’s needs.
But we also need to balance this with our commitment to improving service delivery and outcomes for the community.
The best way to balance these is through open dialogue to work out how teams can best work together.
Flexible work must never result in:
We’re all entitled to have our privacy respected when we work flexibly.
And we all must comply with relevant privacy laws.
If you’re a manager, you must maintain your employees’ privacy when you discuss flexibility with them.
Regardless of position, we all need to work together to make flexible work successful.
This means organisations:
This means managers:
Each employee’s flexibility is different. Flexibility is available to all.
Flexible work helps employees balance paid work with other demands.
For example, flexible work may:
All of this helps us create a diverse and inclusive workforce that reflects the Victorian community we serve.
If you’re a manager and your employee has approved reasonable adjustments, you must support them to keep using these when they work flexibly.
Flexible work must not undermine career progression, pay or development opportunities.