Since the pandemic, flexible working has become a top employee benefit. Flexiwork is the umbrella term for arrangements that let people choose where, when, or how many hours they work. It includes models like remote, hybrid, and flexitime.
Below, we outline the nine core types and how to run them effectively with the right time and attendance software. In addition, we’ll cover how to keep hours, approvals, and coverage transparent for HR and employees.
Key takeaways
- No single “best” model. Most organisations blend 2–3 types to fit operations.
- Set the rules. Define eligibility, core hours, and approval steps for each model.
- Measure and review. Track output, service levels, and wellbeing to highlight concerns.
- Scale with software. Scheduling, self-service, and automated rules cut admin and keep decisions consistent and compliant.
Flexitime – fixed core hours with a flexible start/end
With the flexitime model, all employees are expected to be available during designated core hours, and start/finish times shift to suit personal routines and team coverage.
Benefits of flexitime
Flexible start/finish times reduce commuting pressure and improve work–life balance without cutting pay. True to its meaning, flexitime helps managers smooth service peaks by staggering arrivals and finishes, often extending customer coverage without extra headcount.
What to consider
- Define the bandwidth (earliest/latest permitted times) and schedule regular overlap.
- Track actual time; set clear daily minimums/maximums and break rules.
- Publish simple eligibility and approval steps, including how overtime/TOIL is handled.
How to manage
- Set automatic records of starts and finishes.
- Display flexi balances so expectations stay clear.
A typical setup: an industrial site allows arrivals 07:30–09:30 and departures 15:30–17:30, ensuring shared time for meetings and handovers.
Remote working – fully or partially outside the office
Remote work, work from home (WFH), or work from anywhere (WFA) all encompass a type of arrangement where work is performed away from the employer’s premises.
Note: Cross-border working may raise right-to-work, tax and data-transfer issues. Take advice before approving long-term overseas work.
Benefits of remote working
This model widens recruitment pools and is one of the types of flexible working that can significantly boost retention. Other benefits include less commuting, broader access to talent, and potential productivity gains.
What to consider
- Home Health and Safety (risk assessment)
- Data security
- Clear performance measures.
How to manage
Capture hours from any location, use attendance dashboards to show availability, and align equipment and data policies. With the proper controls, this type of flexible working maintains service standards while improving staff satisfaction.
Hybrid working – a blend of home and office
As the name suggests, the hybrid working model provides a mix of remote and on-site work (for example, two days in, three days out). The aim is simple: protect collaboration time in person while reserving quiet hours for deep work.
Benefits of hybrid working
Benefits include better focus, lower desk demand, and potential footprint savings, plus stronger retention through choice and predictability.
What to consider
- Consistency in projects/progression
- Align on-site days
- Health and Safety/DSE
- Privacy-aware meeting/recording practices
How to manage
- Assign hybrid patterns per person; cap daily desk capacity.
- Show who’s on site versus remote; check coverage for service windows.
- Set up simple self-service requests with manager sign-off.
- Monitor occupancy, overtime, and outcomes.
Part-time working – fewer weekly hours
In the UK, there’s no fixed legal number that defines part-time working. A role is considered part-time when the contracted hours are fewer than those of a comparable full-time worker. Holiday, sick pay, and parental leave are calculated on a pro-rata basis.
Benefits of part-time working
It retains experienced employees who need fewer hours, matches staffing to demand more precisely, and makes budgeting more predictable.
What to consider
- Unpaid overtime and accuracy of actual hours tracking
- Guard against less favourable treatment
- Pro-rata accuracy and calculations of holiday, allowances, and benefits
- Coverage and equal access to projects
- Consistency of terms and approvals across teams/sites
How to manage
- Define clear patterns (by days or daily hours).
- Set availability windows and maximum daily hours.
- Use self-service for swaps/extra hours with manager sign-off.
- Align rules with HRIS/payroll software, with automatic pro-rata calculations.
Compressed hours – full-time hours over fewer days
When working on compressed hours, employees work their full weekly total across fewer, longer days (e.g., 37.5 hours over four days). Adopting this model often starts with a simple four-day template, then is adjusted by role and coverage needs.
Benefits of compressed hours
Long, uninterrupted blocks support deep project work. At the same time, fewer commutes improve work–life balance. This is what makes this type of flexible working attractive for hiring and retention.
What to consider
- Cover for the regular “off” day and clear handovers
- Daily/weekly rest periods; fatigue for longer shifts
- The fit of the role; some roles can’t compress
- Compliance with working-time rules
How to manage
- Define standard templates and publish core overlap hours.
- Rotate “off” days where customer coverage demands.
- Use scheduling to enforce daily limits and rest breaks; flag exceptions automatically
- Track overtime/TOIL separately from contracted compressed hours.
Job sharing – two people, one role
Job sharing involves two employees sharing a single job and salary, dividing hours and responsibilities accordingly.
Benefits of job sharing
Pairing two people in one role blends complementary skills and keeps continuity across the week. Absence cover is built in, so momentum isn’t lost. Importantly,, it strengthens hiring and retention by opening roles (often senior ones) to talent who can’t do full-time.
What to consider
- Structured handovers and shared objectives
- Clear performance reviews and development paths
- A simple decision-rights framework (e.g., RACI = Responsible, Accountable, Consulted, Informed)
How to manage
- Create a shared position with separate contracts.
- Define overlap hours, and keep a single role profile.
- Use rota notes/shared docs for handovers.
- Track joint KPIs alongside individual goals.
Annualised hours – yearly total, worked flexibly
With annualised hours, total contracted hours are set for the year and allocated accordingly to match demand (e.g., seasonal peaks). It is common in manufacturing, events, and education.
Benefits of annualised hours
Setting a yearly total lets capacity rise in peak periods and ease off when it’s quiet, so staffing follows demand. Employees receive stable pay and an opportunity for better planning, while managers reduce overtime spikes and idle time. The net effect is better service levels with tighter cost control.
What to consider
- Robust forecasting and demand planning
- Tracking “banked” hours; caps and carry-over rules
- Clear reconciliation points (mid-year, year-end)
How to manage
- Model demand.
- Set annual hour banks.
- Automate draw-down with alerts.
- Show real-time balances.
- Reconcile at mid-year/year-end.
- Ensure 48-hour average and rest compliance.
Staggered hours – different start/end times for teams
Staggered hours allow teams to work different start and finish times to extend coverage or reduce congestion. It is a common type of flexible working in industries like support, retail, and logistics.
Benefits of staggered hours
Staggered start and finish times extend service windows without adding headcount. Queues shrink at opening and closing, facilities are used more evenly, and commutes are less crowded.
What to consider
- Built-in overlap windows for collaboration
- Clear, early communication of patterns
- Transport and building access constraints
How to manage
- Create templates with staggered starts by role/site
- Publish rosters well in advance
- Use coverage heatmaps to ensure every service window is filled.
Term-time working – aligned with school calendars
Term-time working allows employees to work during school terms, and reduce or pause hours during holidays. This model is a family-friendly pattern used in education and seasonal roles.
Benefits of term-time working
Aligning work to the school calendar gives parents and carers predictable routines and reduces ad-hoc leave. Employers match staffing to term-time demand and avoid overcapacity. That balance boosts retention in family-heavy workforces and improves control of seasonal costs.
What to consider
- Pay smoothing (annualised vs term-only)
- Handling holidays and continuity of projects
- Temporary cover for peak holiday weeks
How to manage
- Explain holiday accrual method for part-year/irregular patterns; note if rolled-up pay is used.
- Set term-time patterns and automatic non-working periods.
- Track exceptions for training or peak cover days.
- Sync rosters to local school calendars.
Which model is right for your HR goals?
Compare the nine main types of flexible working options at a glance.
| Model | Level of flexibility | HR use case (examples) | Kelio Product Match (Time & Attendance Software, HRIS & more) |
|---|---|---|---|
| Flexitime | Medium | Collaboration overlap + staggered coverage; school-run flexibility; off-peak travel | Core hours, bandwidth, self-service, flexi balance, overtime/TOIL, reporting; web/mobile/terminal clocking |
| Remote | High | Recruit beyond commute radius; business continuity; field/knowledge roles | Mobile/web clocking, HRIS (policies, asset notes) |
| Hybrid | Medium–High | On-site collaboration days + home focus days; desk/space optimisation | Pattern scheduling, on-site/remote flags, occupancy/presence reports, exceptions |
| Part-time | Medium | Retain carers/students; phased retirement; tighter budget control | Contracts, pro-rata; part-time patterns, hours tracking, payroll sync |
| Compress hours | Medium | 4-day pilots; longer project blocks | Compressed templates, daily max & breaks, overtime/TOIL separation, alerts, reporting) |
| Job sharing | Medium | Senior roles needing continuity; larger talent pool | Dual contracts; rotas, handover notes; joint + individual KPIs |
| Annualised hours | High | Smooth seasonal demand (manufacturing, events, education) | Annual hour banks, draw-down automation, carry-over caps, employee balance views |
| Staggered hours | Low–Medium | Extend service window; reduce open/close bottlenecks | Staggered start templates, coverage heatmaps, presence dashboard |
| Term-time | Medium | Family-friendly alignment the school calendar | Term calendars, non-working periods, exceptions; Pay smoothing (HRIS) |
How flexible working supports work–life balance
Flexible working isn’t just about fewer commutes or shorter days. Arguably, it’s about predictability, fairness, and autonomy, the foundations of healthy work–life balance. When employers give their workers control, it results in lower absence and turnover. With clear visibility of coverage and performance, managers can offer flexibility confidently. When people are trusted to manage outcomes, engagement rises.
How Kelio supports flexible working implementation
Time & attendance modules
Track hours accurately across on-site and remote locations. Apply core hours, bandwidth, and maximum shift rules automatically, with clear balances for employees and managers.
Self-service employee tools and schedules
Employees can request changes, swap shifts, and view their calendars on any device. Managers approve workflows and check coverage before confirming.
Custom rules for working hours and reporting
With Kelio, you can set eligibility rules per role or site, and automate overtime, TOIL, breaks, and night work. Build reports on and measure productivity, absence, and service coverage.
Payroll integration and HRIS compatibility
Kelio integrates with leading HRIS and payroll systems to reduce manual entry and errors. Contract terms and patterns sync automatically to keep records consistent and compliant. This is critical as you scale multiple flexible working models.
Conclusion
Mixed effectively, these nine types of flexible working help you hire great people, keep them engaged, and protect their wellbeing. All without losing control of service levels. Start with a small pilot, set clear rules (eligibility, core hours, approvals), and measure coverage, outcomes, and feedback.
If you’re exploring any of these nine flexiwork models, see how Kelio can map to your policies and roles and support your HR team. We’re happy to walk through a tailored setup and share practical case studies from customers with similar needs.
