As an employer or HR professional in New Zealand, you’ve likely felt the pressure to rethink how your workplace operates.
Employees are asking for more flexibility, 46% to be exact*, but you also need to maintain productivity, collaboration, and a strong company culture.
It’s a delicate balance - one that can feel overwhelming, especially when trying to meet the needs of both your workforce and your business.
Many New Zealand businesses are facing the same challenge: how to provide flexibility in the workplace without compromising efficiency.
When done right, workplace flexibility doesn’t just benefit employees - it strengthens your business, improves retention, and even boosts performance.
This shift isn’t just about offering remote work or adjusting office hours. It’s about rethinking what productivity looks like, trusting employees to manage their own schedules, and creating an environment where both individuals and businesses can thrive. The companies that adapt now will be the ones that attract top talent, build resilient teams, and stay competitive in a rapidly changing job market.
As recruitment specialists and speaking to New Zealand businesses each and every day, we see what works and what doesn’t for organisations, big and small. Allow us to step you through how to improve flexibility in the workplace in the tried and tested ways that works for both employers and employees.
You’ll also discover the benefits of flexibility in the workplace, from increased productivity to long-term cost savings. Whether you’re just starting to consider flexible work arrangements or looking to refine existing policies, this article will provide the insights and strategies you need to make it work.
What does workplace flexibility look like?
Workplace flexibility goes beyond simply allowing employees to work from home.
It encompasses a range of work arrangements that give individuals more control over when, where, and how they work.
Some NZ businesses are adopting hybrid models, where employees split their time between home and the office, while others are offering flexible start and finish times to accommodate different lifestyles. Compressed workweeks, job sharing, and results-based performance tracking are also gaining traction as organisations move away from rigid, traditional structures.
Almost all (99%) Kiwi workers say they have flexible work hours. And while many (61%) New Zealand employers expect workers back in the office fulltime, workers say they have been given more flexibility in the hours they start and finish their day.
“While the New Zealand workforce has largely returned to the office full-time, the enduring need for flexibility had remained,” says Samir Sheth, Practice Director and specialised finance and accounting recruiter at Robert Half.
“The widespread adoption of flexible working hours demonstrates that employers are acknowledging the employee demand for more work-life balance and aiming to develop a more attractive and competitive work environment to secure and retain top talent.”
In New Zealand, where work-life balance is a priority for many professionals, companies that fail to adapt risk losing valuable employees to competitors offering greater flexibility. This shift is particularly evident among Millennials and Gen Z workers, who often prioritise autonomy and purpose over rigid schedules.
Additionally, working parents, caregivers, and experienced professionals nearing retirement are seeking arrangements that allow them to remain engaged in their careers while managing personal responsibilities.
Related: Discover the latest trends in perks and benefits in our New Zealand Salary Guide
The benefits of workplace flexibility
Embracing workplace flexibility delivers significant advantages for both employees and businesses.
For businesses, the benefits extend beyond employee satisfaction. Workplace flexibility has been linked to improved retention rates, as employees are more likely to stay with companies that accommodate their needs. This reduces recruitment and training costs, which can be substantial for organisations with high turnover rates.
Additionally, a flexible work model can lead to cost savings in office space, utilities, and commuting expenses. Many businesses that have shifted to hybrid or remote work models have been able to downsize office spaces, reallocating resources to areas that directly support growth and innovation.
Another key advantage is resilience. The COVID-19 pandemic demonstrated the importance of adaptability in business operations. Organisations with flexible work policies were able to transition smoothly during lockdowns, while those relying solely on in-office work struggled. Companies that continue to foster flexibility will be better equipped to navigate future challenges, whether they stem from global events, economic shifts, or changes in workforce expectations.
From an employee perspective, most Kiwi workers agree that flexible working hours have had a positive impact on their employee experience. When asked how their current level of flexibility has impacted them, productivity (67%) and work-life balance (65%) were cited as the two areas which have improved the most. Employee engagement is also positively impacted with 64% of office workers saying they are more motivated, and 62% stating they are happier in their role and more likely to say with the company.
“The pronounced shift to flexible work hours is a win-win, boosting employee morale and productivity while also helping businesses attract and retain top talent,” says Samir.
But he reminds us that a lot of consideration is needed when implementing flexibility in the workplace.
“And while it is largely positive, it’s certainly not a one-size-fits all solution. The real challenge lies in understanding what 'flexibility' truly means for each individual and creating a work environment where it is genuinely embraced and facilitated.”
Related: What are the employee expectations for businesses this year?
How to improve flexibility in the workplace
Successfully implementing workplace flexibility requires a thoughtful approach.
The first step is developing a clear and well-structured policy that outlines expectations for both employees and management. Businesses should consider which roles are eligible for flexible work, how performance will be measured, and what tools will be used to maintain communication and collaboration.
Investing in the right technology is crucial. Digital collaboration tools such as Microsoft Teams, Slack, and Zoom help ensure that employees remain connected and engaged, regardless of location. At the same time, managers need to be equipped with the skills to lead flexible teams effectively. Providing training on remote leadership, performance management, and team engagement can help create a culture where flexibility is embraced rather than resisted.
Trialling different models can also be an effective way to determine what works best for a particular business. Rather than making sweeping changes overnight, companies can start by introducing small adjustments, such as allowing employees to work remotely one day per week or offering flexible start and finish times. Gathering feedback from employees and monitoring performance can help refine policies and address potential challenges before they become significant issues.
A successful flexible work environment is built on trust. When employees feel trusted to manage their own schedules, they are more likely to take ownership of their work and perform at a high level. Open communication is essential - regular check-ins, team meetings, and transparent discussions about expectations can help maintain a strong company culture, even in a flexible setting.
Related: 7 simple work-life balance strategies for your staff
The future of workplace flexibility
As workplace flexibility becomes an expectation rather than an exception, New Zealand businesses have a unique opportunity to lead the way in creating work environments that prioritise both productivity and well-being. The shift towards flexibility is not just about keeping employees happy - it’s about building stronger, more resilient businesses that can thrive in an ever-changing world.
“Understanding how to improve flexibility in the workplace is key to staying ahead in the modern job market. The benefits of flexibility in the workplace - including higher retention, increased productivity, and cost savings - make it a smart strategy for employers looking to attract and retain top talent,” says Samir.
For businesses willing to adapt, the rewards are clear: a more engaged workforce, a stronger company culture, and a future-proof organisation ready to meet the demands of tomorrow’s workforce.
Now is the time to embrace flexibility in the workplace and take the first steps toward a more dynamic, inclusive, and innovative way of working.
*The data is derived from an online survey conducted by an independent research firm commissioned by Robert Half in November 2024. The survey gathered responses from 500 finance, accounting, and IT and technology professionals employed by a diverse range of organisations in New Zealand, including SMEs and large private, publicly-listed and public sector companies.
Frequently Asked Questions (FAQs)
What is flexibility in the workplace?
Workplace flexibility refers to arrangements that allow employees to adjust when, where, and how they work. This can include flexible hours, remote work options, compressed workweeks, and job sharing, all designed to accommodate individual needs and improve work-life balance.
How do you demonstrate flexibility at work?
Demonstrating flexibility at work involves adapting to changing priorities, readily accepting new tasks, and adjusting work styles to accommodate team needs. This includes being open to alternative work arrangements, proactively finding solutions to unexpected problems, and maintaining a positive attitude during periods of change.
Why is flexibility important in a job?
Job flexibility is crucial because it allows for better work-life balance, reduces stress, and accommodates individual needs and circumstances. It empowers employees to manage their time and responsibilities effectively, leading to increased job satisfaction and productivity.
What is an example of a flexible workplace?
Examples of a flexible workplace are organisation who allow hybrid models, where employees split their time between home and the office, while others offer flexible start and finish times to accommodate different lifestyles. Compressed workweeks, job sharing, and results-based performance tracking are also gaining traction as organisations move away from rigid, traditional structures.
