Canadian flexible work arrangements, also known as flex work or flexplace, have become increasingly popular in Canada over the past few years.
Our article here today will explore the growing popularity of flexible work in Canada, outlining the different types of arrangements, benefits, implementation best practices, and the future outlook for flex work.
What is Flexible Work Arrangements?
Flexible work refers to work arrangements that allow employees to vary the time, location, or amount of work they do. Examples of flexible work include remote work, hybrid work models, flexible scheduling, part-time work, job sharing, and phased retirement.
The increased adoption of flexible work in Canada has been driven by several factors, including:
- Desire for better work-life balance
- Changing workforce demographics and preferences
- Advancements in technology enabling remote work
- Competitive talent market requiring attractive employee benefits
Canadian flexible work arrangements provide a wide variety of benefits for both Canadian employers and employees when implemented thoughtfully.
For employers, flex work can lead to improved talent attraction and retention, increased employee engagement and productivity, lower overhead costs, and access to an expanded talent pool.
For employees, the benefits of flexible work include better work-life balance, reduced commuting time and costs, increased job satisfaction, schedule flexibility for caregivers, and new remote work opportunities in Canada.
Types of Canadian Flexible Work Arrangements
There are several different types of Canadian flexible work arrangements that are becoming increasingly common in Canada:
Remote Work
Remote work, also known as telecommuting jobs in Canada, allows employees to work from home or another off-site location for all or part of their workweek.
Jobs most amenable to full-time remote work include computer programmers, accountants, graphic designers, and writers.
Hybrid Models
Hybrid work models blend on-site and off-site work. A typical hybrid schedule involves working from home 2-3 days per week and on-site the remaining days. Hybrid arrangements help employees limit commutes while still facilitating in-person collaboration.
Flexible Scheduling
Flexible scheduling provides employees control over their work timing while still working full-time on-site. Options include:
- Flextime: Employees can choose their start and end times within set limits (e.g. 7am-7pm).
- Compressed Workweeks: Working full-time hours over fewer than 5 days (e.g. 4 10-hour days).
- Time Off In Lieu: Earning extra time off for working beyond normal hours.
Part-Time Work
Part-time roles involve working less than 35-40 hours per week as 18% of Canadian employees currently work part-time. Part-time arrangements allow employees to reduce hours while maintaining continuous employment.
Job Sharing
With job sharing, two or more employees share the responsibilities of a traditionally full-time role. Job sharing provides flexibility for employees seeking part-time hours in roles requiring full-time coverage.
These various types of Canadian flexible work arrangements provide Canadian employees with more options to choose schedules meeting their needs and life stages. The most popular flex work types are remote and hybrid models.
Why is Flexible Work Growing in Canada?
There are several notable factors fueling the growth of Canadian flexible work arrangements among Canadian companies:
Desire for Better Work-Life Balance
Flexible schedules and locations enable employees to better manage personal needs alongside work commitments. Parents and caregivers particularly benefit from flex work.
Changing Workforce Demographics
Millennials now make up over 35% of the Canadian workforce. Younger generations strongly favor flexible work options. Employers are implementing flex options to attract and retain top millennial talent.
Rise of Technology Enabling Remote Work
Advances in video conferencing, cloud-based systems, laptops, and smartphones allow a wider range of jobs to be performed remotely. This technology foundation supports ongoing remote and hybrid work.
Competitive Talent Market
Canada’s talent market is increasingly candidate-driven with low unemployment. Offering flexible work is becoming necessary to compete for skilled employees.
As these factors continue to shape the Canadian labour market, more employers are embracing flex work to attract talent, boost retention, spur innovation, and better meet diverse employee needs.
Benefits of Flexible Work for Canadian Employers
Implementing flexible work thoughtfully provides a variety of benefits for Canadian employers, including:
Improved Talent Attraction and Retention
Offering flex work makes companies more attractive to in-demand talent who prioritize schedule and location flexibility. Canada has over 1 million tech job vacancies; flex work helps employers compete for tech talent. Remote and hybrid options also expand candidate pools beyond local geographies.
Increased Employee Engagement and Productivity
Canadian flexible work arrangements lead to higher employee morale, engagement, and productivity. Engaged remote employees tend to work more hours and avoid distractions.
Lower Overhead Costs
With remote and hybrid models, companies can reduce expenditures on office space, furnishings, equipment, parking, and utilities.. These cost savings partially offset tech investments to support flex work.
Benefits of Flexible Work for Canadian Employees
Along with advantages for employers, Canadian flexible work arrangements also provide important benefits for Canadian employees:
Better Work-Life Balance
Flexible schedules and locations allow employees to more easily harmonize work and personal life demands. Parents and caregivers particularly benefit from flex work for child and elder care needs.
Reduced Commute Times and Costs
Employees working from home or on hybrid schedules spend less time commuting and reduce transportation costs. Canadian remote workers save an average of 550 hours in commuting time annually, reports Wrike. They also save on gas, vehicle wear and tear, and public transit costs.
Increased Job Satisfaction
Flex work provides employees more autonomy over their schedules and ability to adapt work around personal needs.
Schedule Flexibility for Caregivers
Remote and flexible models enable caregivers to more easily manage work alongside parenting and elder care responsibilities. Parents and caregivers report lower stress and burnout with flex work, according to Wrike.
New Opportunities for Remote Working
Flexible work opens new remote job opportunities that were uncommon pre-pandemic. This geographic flexibility allows some employees to work for companies far from where they live. It also provides options to relocate without leaving a job.
The pandemic-prompted shift to widespread flexible work has yielded tangible quality of life and work benefits for many Canadian employees. As flex options become standardized, even more employees stand to benefit.
Learn more: The Top Remote Work Benefits Companies Should Offer Employees
Keys to Successful Flexible Work Programs
Maximizing benefits of flexible work for all parties requires thoughtful program design and implementation. Key best practices include:
Clear Policies and Eligibility Guidelines
- Document detailed flex work policies specifying eligibility, scheduling protocols, expectations, technology, and data security.
- Clarify whether arrangements are temporary or permanent, especially under hybrid models mixing on-site and remote work.
Manager Training on Supporting Remote Teams
- Train managers on effective communication, engagement, and performance management for remote and hybrid teams.
- Provide tools to help managers lead dispersed teams successfully.
Open Communication and Collaboration
- Use multiple channels to facilitate frequent communication and ensure remote employees stay connected.
- Build opportunities for virtual social interactions through video calls or digital events.
Performance Management Focused on Outcomes
- Focus performance reviews on measurable deliverables rather than time spent working.
- Gauge productivity by assessing task completion and goal achievement.
Maintaining Company Culture Remotely
- Find creative ways to adapt defining elements of your culture like values, rituals, and celebrations to virtual mediums.
- Profile remote employees to reinforce their inclusion and belonging.
With thoughtfully designed policies, strong manager capabilities, employee input, and flexible mindsets, companies can make flex work productive and sustainable.
The Future of Flexible Work in Canada
Multiple indicators point to Canadian flexible work arrangements only becoming more prevalent in Canada in coming years.
Advances in virtual collaboration technology will further enable effective hybrid and remote work. 5G connectivity will also expand possibilities.
Regulatory changes may strengthen employee flex work rights – The federal government is exploring making the right to request remote work part of the Canada Labour Code.
While the future magnitude of remote work is uncertain, flexible models balancing employee flexibility and business needs are poised to displace rigid 9-to-5 office-bound roles. As flex work evolves from pandemic necessity to preferred benefit, the emphasis will shift toward maximizing productivity and worker wellbeing through this new mode of working.
Companies who adopt flex work thoughtfully and creatively will gain competitive advantage in attracting top talent, spurring innovation, controlling costs, and enabling their people to thrive personally and professionally.
The bottom line
The rapid expansion of Canadian flexible work arrangements represents a potential watershed moment in the evolution of work in Canada. While still an adjustment for many companies, flexible work has demonstrated benefits for employers, employees, and society when executed deliberately.
Striking the ideal balance between employee flexibility, business needs, inclusiveness, and innovation will be an ongoing journey. However, companies who lean into flexible work thoughtfully can emerge as both employers of choice and drivers of Canada’s economic recovery and competitiveness.
With strong leadership, communication, and empathy, a new era of work combining productivity and flexibility can become a competitive advantage and inclusive norm.