Flexible working hours sound like a dream—ditch the 9-to-5, boost morale, maybe even snag top talent. But are they all they’re cracked up to be?
Employees crave control over their schedules, with studies showing 80% prefer it, yet burnout and blurred lines can creep in. For employers, it’s a mixed bag: productivity might soar, but so could management headaches.
The dream or the new nightmare? As hybrid work reshapes 2025, we dive into the real pros and cons this week in Let’s Talk.
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Helen Masters, Managing Director, APJ, Smartsheet
“Flexible working hours, particularly within an asynchronous work model, have become a game-changer for many employees. By giving individuals control over their schedules, flexible hours can enhance work-life balance, boost productivity, and increase job satisfaction. This model also supports a wide range of work styles, including those who perform better outside of an office setting or prefer to work during non-traditional hours. Finally, the flexibility promotes team diversity, allowing companies to hire without time zone constraints and benefit from varied perspectives.
“A significant challenge of traditional work schedules is “context-switching,” the time wasted switching between tasks, meetings, and projects. This disrupts focus and hampers productivity. With tools like Smartsheet, a modern project and work management solution, teams can manage, track, and report on work without requiring everyone to be online simultaneously. Smartsheet’s platform supports asynchronous workflows, empowering teams to work when they are most productive, without interruptions.
“However, for flexible working hours to be truly effective, clear communication, mutual trust, and the right tools are essential. When implemented correctly, flexible working hours boost employee satisfaction, retention, and overall productivity, benefiting both employees and employers. Smartsheet helps organisations achieve this by providing the necessary tools to collaborate efficiently, no matter when or where team members work.”
Nick Martin, GTM Lead, APAC, Remote
“In today’s rapidly evolving work environment, flexible working hours have become a critical factor for both employee satisfaction and organisational success. We are increasingly seeing how offering flexibility in work schedules positively impacts both employees and employers. For organisations, providing access to the best talent, regardless of geography, is crucial, and flexible working hours are a key tool in achieving this. Whether remote, hybrid, or office-based, flexible work arrangements are essential to building the workforce of the future.
“For employees, flexible working hours offer the autonomy to balance their professional and personal lives, reducing stress and boosting overall job satisfaction. This is especially valuable for those managing family responsibilities or living in different time zones. A recent report reveals that 81% of working parents would consider leaving their jobs if required to work more days in the office, emphasising the demand for flexibility. When employees feel trusted to manage their time, it often leads to increased productivity and a more engaged workforce.
“From an organisational perspective, offering flexible working hours enables companies to tap into a bigger talent pool, increase productivity, and improve retention rates. This approach helps organisations adapt to the diverse needs of a global workforce, fostering collaboration and innovation.”
Jessica Guistolise, Evangelist at Lucid Software
“As hybrid work remains a staple of workplace culture, teams continue to face familiar productivity challenges like miscommunication, inefficient meetings, and information gaps. When and where teams work matters less than how they work. Solving these issues takes more than flexible schedules or office space—it requires a smarter approach to collaboration.
“A productive and collaborative work environment starts with people feeling valued, engaged, and equipped with the right tools. Intentionality is key, and one-size-fits-all approaches don’t work when teams have diverse communication styles. Some individuals thrive in deep, focused work and prefer asynchronous collaboration, while others gain energy and clarity from face-to-face interaction. Creating a flexible environment that supports both, ensuring teams have the right mix of tools, structure, and opportunities to connect in ways that enhance productivity and engagement requires thoughtful policies, clear communication and a culture that values both independence and collaboration.”
Damian Lepore, Managing Director ANZ, Logitech
“At Logitech, we’ve seen how flexible working hours empower employees to be more productive, engaged, and balanced. When people have the freedom to structure their work around their lives, they perform at their best.
“For businesses, flexibility isn’t just a perk—it’s a competitive advantage. With the right tools in place, employees can collaborate seamlessly from anywhere. Logitech’s advanced technology solutions, from high-quality video conferencing to ergonomic workspace tools, ensure efficiency and connectivity, no matter where or when work happens.
“Ultimately, it’s not about clocking in and out—it’s about delivering great results. When employees thrive, so does the business.”
Anna Volkova, Head of People at HiBob
“Flexible working hours aren’t just a perk. They’re a strategic advantage in attracting and retaining top talent. Today’s workforce increasingly values autonomy as workers seek the freedom to work when they’re most productive rather than during the typical 9-5.
“HiBob’s research confirms this isn’t just speculation as 85% of employees report improved job satisfaction with flexible arrangements, alongside measurable reductions in stress and burnout.
“In return for allowing flexibility, companies foster a culture that values results over mere presence, driving stronger team morale and long-term performance and productivity.
“So, flexible working isn’t just a trend born in a post-pandemic era. It’s a proven tactic to future-proof organisations for long-term success, while empowering people to deliver their best on their own terms.”
Rich Lewis-Jones, Vice President – Asia Pacific, SmartRecruiters
“I’m based in Sydney and lead an APAC-wide team that works in a remote environment, and it works. Hire good people, trust them, enable them to do their jobs and set clear expectations, and the best teams deliver results whether they’re in an office or not. Businesses that cling to outdated ways of working risk losing their best people to companies that offer more flexibility.
“Today’s workforce expects flexibility. Recent research tells us 56% of Australians plan to look for new jobs in 2025, and 40% would quit if flexible work was taken away. Flexible and hybrid work arrangements help to win and retain top talent in today’s competitive labour market.
“Flexible work helps tackle skills shortages and build stronger, more diverse teams by expanding access to talent, including candidates from a global workforce. This aligns with SmartRecruiters’ commitment to providing technology that connects employers with the best candidates, regardless of location.
“In hiring, flexibility is critical. The best companies are using AI and advanced talent acquisition tech to make hiring more agile—streamlining candidate assessment, reducing time-to-hire, customising workflows to fit different hiring needs etc.
“Embracing flexibility, supported by innovative technologies, positions companies to thrive in the modern business environment.”
Christina Hobbs, General Manager, Future Group
“Flexible working isn’t just an employee benefit, it’s a business advantage,” says Christina Hobbs, General Manager Future Group.
“Flexibility is a cornerstone of our DEI commitments, which we’ve maintained and strengthened despite the current pendulum swing against such initiatives.
“We’ve found flexible working directly correlates with employee satisfaction and retention. Our data confirms this: 93% of our staff would recommend us as employers, 92% report feeling proud to work with us, and 85% feel they can be their authentic selves at work.
“It’s also an equity issue as it removes barriers for caregivers, people with disabilities, and those with various life circumstances.
“As we navigate this period of backlash against progressive workplace policies, which includes flexible work, business leaders face a choice: retreat to perceived safety or stand firm knowing that diverse, equitable, and inclusive workplaces perform better. At Future Group, our choice is clear. Flexible working and important DEI initiatives aren’t just worth it, they’re essential for building the resilient, innovative workforce needed to thrive in today’s business environment.”
Elise Ward, Chief People Officer at Prospa
“In today’s fast-paced work environment, adopting flexible ways of working is essential for achieving long-term success. Prospa’s recognition as a 2025 Best Workplaces for Women highlights the significant benefits of progressive work arrangements. We know that people perform better when they can manage their personal lives alongside their work lives.
“Flexible ways of working offer tremendous advantages. Employees can better balance personal commitments and reduce commuting stress, while organisations benefit from the ability to attract and retain top talent. When employees feel trusted and valued, their engagement and productivity increase.
“Evidence shows there is no one way to do it. Businesses need to do what’s right for them – aligned to their strategy and maturity. For us at Prospa, one way we offer flexibility is via hybrid ways of working. This provides the opportunity for in-person collaboration time at the office and focus time over the course of the week. That works for our people and our business.
“To fully realise the benefits of flexible ways of working, it’s crucial to ensure clear communication, mutual trust, and alignment on outcomes. By embracing flexibility as a core value, you can foster an environment that empowers individuals and drives collective success.”
Gabrielle Stevens, Chief People and Culture Officer, Konica Minolta Australia
“Flexible working hours are now a pivotal component of the modern employment landscape, offering significant advantages for both employees and employers. Giving employees autonomy over their work schedules promotes a better work-life balance, increasing job satisfaction and reducing burnout. This flexibility lets individuals tailor their work commitments around personal responsibilities, enhancing their overall wellbeing and productivity.
“Implementing flexible working arrangements is a strategic lever to attract and retain top talent from an organisational perspective. Offering flexibility in a competitive job market distinguishes a company as progressive and responsive to employee needs. Businesses may experience heightened employee engagement and loyalty as a result, translating into improved performance metrics. However, organisations must establish clear policies and maintain robust communication channels to reduce the potential for flexibility to compromise operational efficiency or team cohesion.
“Flexible working hours can yield substantial benefits for both employees and employers when executed with strategic intent and clear guidelines, aligning workforce management with contemporary expectations and enhancing organisational effectiveness.”
Jessica Booth, COO at Biza.io
“As we move further into 2025, many organisations are pushing for a return to the office. However, we believe that mandating office attendance—no matter how many days per week—does not equate to better business outcomes. That’s why we’ve evolved from a Remote Native to a Remote-First team.
“Flexibility, autonomy, and trust are key drivers of productivity. Digital tools, asynchronous communication, and flexible schedules empower teams to thrive, regardless of location. When employees have the freedom to manage their time, they are more engaged, focused, and productive.
“While many companies are clinging to traditional office setups, Remote-First organisations like Biza are looking forward, not backward. Offering flexible working hours isn’t a compromise—it’s an opportunity to redefine the workplace and unlock the full potential of a diverse, global workforce.”
Rahul Tabeck, Regional Sales Director of ANZ, SolarWinds
“Flexibility is key for employers looking to retain talent. In the IT industry, the pressure is high – 71% of professionals have reported feeling burned out, while 65% struggle with increasing demands. Leaders must recognise the symptoms and take proactive steps to address them. Allowing workers to manage their schedules in a way that suits them is a first step.
“However, true flexibility requires the right technology. Without it, businesses can’t have full visibility into team workloads and systems’ health, which can ultimately impact employees’ performance. That’s why observability tools are crucial. By providing real-time insights, they ensure that no matter where teams work, they can manage IT environments efficiently.
“Modern ITSM and Service Desk solutions provide greater flexibility by leveraging AI and machine learning to automate ticket management. This frees IT teams from being chained to their desks for hours resolving ticket issues. So, when done right, businesses can keep their teams happy and productive.”
Cathy Doyle, Chief Experience Officer, Symbio
“Yes, they absolutely are – and the proof is in the data. According to our recent employee survey, 96% of Symbions (as we call them) feel supported by our flexible working arrangements. Additionally, 92% feel they are able to arrange time out from work when required.
“For our business, flexibility is essential. We have staff in 11 global locations, so international travel is inevitable. That’s why we offer employees the option to work internationally for up to 60 days, anywhere in the world. We have also retained hybrid work with most of our staff working one day per week in the office on average, and the rest from home.
“This trust-based approach gives staff the freedom to perform at their best – wherever they are. Other initiatives, such as additional annual leave purchases, community service leave, six months paid parental leave and grandparents leave further support work-life balance.
“For businesses, the benefits are clear. Employees who feel trusted and empowered are more engaged and committed, leading to stronger retention and performance. Of course, flexibility must be structured with clear expectations and accountability to ensure success.
“Ultimately, flexible work is both good for employees and a strategic advantage that drives meaningful results.”
Cassandra Eastham, Chief People and Operations Officer, Blue Connections IT
“Flexible working hours are no longer a perk; they are an essential element of a progressive workplace. They empower employees to manage their professional and personal responsibilities, encouraging greater engagement, productivity, and long-term retention when implemented effectively. However, a rigid approach to flexibility is ineffective. Employers must evolve beyond a one-size-fits-all model and consider individual circumstances. This means supporting parents with school drop-offs or caring for elderly relatives, accommodating staff members undergoing medical treatment, and supporting remote work for those managing chronic health conditions. This level of personalisation strengthens workplace culture, positioning businesses as employers of choice.
“The return on investment for organisations is clear: employees who feel supported in balancing work and personal commitments are more likely to stay, reducing turnover and associated hiring costs. Productivity also improves when individuals work during their peak performance hours rather than adhering to arbitrary schedules. The challenge lies in shifting workplace mindsets and trusting staff members to deliver outcomes rather than policing their time. Businesses that embed flexible work practices successfully benefit from higher performance and morale while contributing to a more inclusive and equitable work environment.”
Ellis Taylor, Head of Partnership, Real Time Australia
“Flexibility is essential in the IT industry in Australia, and in today’s workforce, it’s a key demand that benefits both employees and employers. Offering flexible work hours or remote options helps employees stay well-rested, motivated, and reduces the risk of burnout. It also widens the talent pool, attracting working parents and those who may not be suited to traditional work hours. This flexibility makes companies more attractive to top-tier talent. Top candidates aren’t just looking for higher pay. They seek career growth, the flexibility to maintain a healthy work-life balance, opportunities to collaborate with talented colleagues, and the chance to make a real impact. For employers, offering flexibility leads to lower turnover, better returns on investment in training and upskilling, and reduced recruitment costs over time. It’s a win-win for everyone.”
Peta Sigley, Co-Founder and CEO of Springfox
“Flexible work isn’t just a perk—it’s a competitive advantage. When managed well, it drives resilience, productivity, and retention, helping organisations get the best from their people without risking burnout. But for SMEs, where every team member plays a crucial role, flexibility must be structured, intentional, and aligned with business goals.
“The key isn’t just offering flexibility—it’s making it work for both sides. Without clear expectations, flexibility can blur boundaries, leading to disengagement or inefficiencies. To make flexible work successful, teams need structure. That’s why SMEs should:
- Set core working hours to maintain team collaboration and connectivity.
- Encourage transparent communication, like out-of-office messages, to manage client and team expectations.
- Build in regular check-ins to keep work on track and support team well-being.
“For businesses, the question isn’t whether flexibility is worth it—it’s how to implement it effectively. When done right, it strengthens teams, boosts resilience, and creates a workplace where people can thrive.”
JP Tucker, Co-Founder, Optidan AI
“Flexibility in the workplace is often debated, but from my experience, when done right, it delivers real benefits for both employees and businesses.
“Having spent 11 years at Dell, we introduced a four-day workweek, and the impact was immediate. Parents and young families benefited from reduced childcare costs and better work-life balance. At the same time, we launched a three-day weekend shift from Friday to Sunday, allowing parents to split their work across seven days instead of being locked into the standard Monday-to-Friday model. It created a win-win scenario. Employees had more control over their schedules, parents could work two full time jobs back to back, and spend more time with their kids, and the business saw improved engagement and productivity. It also significantly reduced overtime costs, as those working across weekends were on flat hours within a 36 hour working schedule across Friday – Sunday.
“The key to making flexibility work is structure. Simply offering remote work or flexible hours without clear expectations can lead to inefficiencies. At Dell, we ensured that KPIs remained a priority, communication was strong, and teams had clarity around expectations. The result was happier employees, lower attrition, and a workforce that felt supported.
“Flexibility isn’t about reducing work; it’s about working smarter. When structured well, it can strengthen business performance while giving employees the freedom to manage their lives. The challenge isn’t whether flexible working is worth it, but how well you implement it.”
Nataliia Shokotko, Head of Product in TMetric
“Flexible working hours benefit everyone — but only when supported by clear processes and the right tools.
“For employees, flexibility means working when they’re most productive, managing personal responsibilities, and avoiding burnout — a win-win for well-being and efficiency.
“For companies, flexibility can drive higher performance and stronger engagement, but only if teams stay aligned. That’s where the right tools make the difference. When employees work on different schedules, it’s crucial to maintain visibility into progress, set clear priorities, and ensure everyone knows who is working on what and when.
“We see this daily: flexible and hybrid teams thrive when they focus on tracking outcomes, not hours. With transparent time management, clear availability, and simple tools to keep everyone aligned, flexible hours become a strategic advantage instead of causing stress.
“So yes, flexible working hours are worth it — for employees, teams, and companies. However, flexibility works best when paired with transparency, trust, and tools that enable smart collaboration.”
Steven Nicholson, Founder, GearChange Business Advisory
“There can be little debate that all businesses want happy and motivated employees, as motivated employees are more likely to perform better in their roles, which is turn leads to superior business performance. So, how best to motivate your team?
“It is important to understand that motivation is a multifaceted concept. Employees aren’t solely driven by extrinsic rewards like pay raises or bonuses; intrinsic rewards such as job satisfaction, recognition, and flexibility around working hours and location play an equally important role.
“Flexible working hours improve work life balance, allowing employees with caring responsibilities and other outside commitments to balance competing priorities. The more flexibility an employer can provide, the easier it will be for your employees to be motivated to focus on doing their best work at a time that is best for them.
“Offering flexible working hours will also assist you in retaining your best employees and ensure that you can attract talent from the widest pool possible.
“All businesses should be able to design work processes that incorporate flexible working to a degree. This should form a key part of your incentive program to attract and retain the best staff for future business success.”
Melissa Cullen, Managing Director, Hotwire Australia
“Flexibility is essential. Having the freedom to structure my work enables me to perform at my best, both professionally and personally. Whether it’s starting the day early after dropping my daughter at swim training or making time for an important appointment, flexibility allows my team and me to excel without sacrificing our personal lives.
“It’s not just flexibility; it’s Thoughtful Flexibility, or as we call it at Hotwire, Thoughtful Working. It’s more than adjusting work hours, it’s fostering a culture of trust and accountability. Thoughtful Working means empowering our teams to deliver, knowing they will hold themselves accountable for both business and personal commitments. It’s a mindset where autonomy and responsibility go hand in hand, driving performance through genuine ownership of work.
“Providing flexible hours isn’t just about freedom, it’s about optimising how we work. With global clients spanning multiple time zones, my team may need to be up early for the first call of the day or stay back to align with key markets. A rigid 8-to-5 structure simply doesn’t fit. Thoughtful Working ensures my team can take time when they need it most, without disrupting productivity.
“Beyond logistics, flexibility fosters trust. It empowers people to manage their workload effectively, boosts morale, and ultimately drives better outcomes, for employees, clients, and the business.”
Jennifer McKennariey, CEO, Dynamic Capabilities Consulting
“I’ve seen firsthand that flexible working hours aren’t just worth it – they’re essential for building resilient, high-performing teams.
“For employees, flexibility fosters better work-life integration, reduces stress, and accommodates personal responsibilities like managing health conditions, caring for family, or simply working at their most productive times. Autonomy empowers employees, driving higher job satisfaction, engagement, and loyalty.
“The benefits don’t stop with employees. Employers gain, too. Flexible schedules are linked to reduced absenteeism, lower turnover, and increased productivity. When employees have freedom to work when they’re at their best, businesses benefit from more focused, creative, and efficient output.
“Flexibility is a critical lever for inclusion and retention. Employees with chronic health conditions, neurodivergent talent, and working parents are more likely to thrive – and stay – in environments that work with, not against, their lives.
“There’s an outdated belief that flexibility dilutes accountability or performance. The reality is, flexibility exposes underperformance faster because output, not time at a desk, becomes the measure of success.
“Leaders viewing flexibility as operational risk rather than strategic advantage are already behind. Flexible work isn’t just about employee wellbeing – it’s about future- proofing your workforce, enhancing performance, and staying competitive in a world where top talent expects nothing less.”
Robyn Djelassi, Director, Impact People Solutions
“Absolutely! Flexible working hours are a game-changer for both employees and businesses. For employees, it means better work-life balance, reduced stress, and increased productivity.
“Parents and carers especially benefit from the ability to manage family responsibilities without sacrificing career growth.
“For businesses, flexibility fosters higher engagement, lower turnover, and improved efficiency. When employees feel trusted and supported, they tend to deliver better results. Plus, companies that offer flexible work attract top talent in today’s competitive market.
“We know that a one-size-fits-all approach no longer works. Dynamic businesses thrive on adaptability, and flexible working arrangements are a key part of that success. Whether it’s hybrid work, adjusted hours, or remote options, embracing flexibility isn’t just about employee satisfaction – it’s about building a high-performing, future-ready business.”
Ian Westmoreland OAM, CEO, Kinsugi Heroes
“Absolutely – it’s a clear win-win for both employers and employees.
“At Kintsugi Heroes, we rely on a dedicated team of around 30 volunteers who align passionately with our mission. Most have other paid roles, and without flexible hours, we’d lose them. Flexibility isn’t just an operational choice; it’s a necessity for engagement, retention, and morale.
“We operate globally, with team members across different time zones. Coordinating fixed hours would be impossible, so we use technology—such as weekly video updates—to keep everyone connected without forcing rigid schedules.
“Life happens. In recent times, team members have faced personal losses and relationship challenges. Providing genuine care through flexible work arrangements fosters trust, loyalty, and better mental health. It’s about valuing people beyond their output.
“From a business perspective, flexibility drives productivity. People work when they’re focused, not just when they’re told to. Personally, dealing with health challenges, I appreciate the ability to recharge when needed.
“The pandemic proved that work doesn’t have to fit outdated models. Businesses that embrace flexibility will attract and retain motivated, high-performing teams. The future of work isn’t about hours—it’s about impact.”
Richard Spencer, Founder, AgeInc
“Flexible working hours are essential for older employees, enabling them to remain productive while balancing their personal needs. As people work longer into their 50s, 60s, and beyond, rigid schedules can become a barrier to employment, despite their valuable experience and skills they offer.
“Many older workers have caregiving responsibilities, and flexible hours allow them to manage these duties without sacrificing their careers. By offering flexible schedules, companies can retain experienced professionals who might otherwise retire early or leave the workforce.
“In our recent Voice of Experience survey, 71% of workers aged over 50 considered flexible working arrangements to be the most important workplace benefit.
“Work-life balance improves job satisfaction and productivity, reducing burnout and increasing engagement. Part-time roles, remote work, or compressed schedules can boost retention and loyalty among older employees, ultimately benefiting businesses by preserving institutional knowledge and mentorship opportunities.
“With workforce demographics shifting, driven in large part by our ageing population, organisations that continue to embrace flexible working options will attract and retain a diverse, multigenerational team, fostering a more inclusive and dynamic workplace.
“Flexibility shouldn’t realty be considered as a perk or a benefit, but part of a strategy for long-term success.”
Anissa Cavallo, Founder and Expert Property Adviser at Eda Property
“Some argue that flexibility leads to lower productivity, weaker team spirit, and less structure or guidance. These concerns only apply to employees who need those things to perform well.
“My business helps people build wealth in the most efficient way possible. I don’t believe in wishful thinking or complicated strategies but in practical, effective solutions that don’t interfere with daily life.
“The same logic applies to flexible working. If an employee is highly motivated, commuting and office distractions can eat into their productivity. Consider the time lost each day:
- Commuting: Australians in capital cities spend an average of 66 minutes per day commuting.
- Getting ready: Australians spend around 0.9 hours a day on hygiene. Just 15 minutes before work still adds up!
- Office distractions: employees spend 30 minutes daily recovering from distractions.
“That adds up to 480 hours per year!
“In my experience, flexible work has been a game-changer. My team consists of mums and grandmas who can balance family life while being highly productive. They don’t need to choose between work and home responsibilities; they can excel at both.
“So, is flexibility worth it? If efficiency, work-life balance, and maximising productivity matters, then yes, absolutely.”
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