Workplace flexibility is a hot topic in 2025, with many people on both sides. Whether you are for or against increasing your workplace’s flexibility, the fact is that for Gen Z, workplace flexibility is consistently a top two factor in deciding where they wish to be employed.
If you want to consistently attract top talent from emerging generations, implementing strategies to increase your workplace’s flexibility is essential.
Remote/Hybrid positions
The most common way employers introduce flexibility is through remote or hybrid positions, where employees work off-site but still within defined hours.
Allowing your employees to work remotely is an easy way to increase their flexibility, as modern technology, such as Zoom, Microsoft Teams, and Slack, enables teams to maintain a similar level of communication to when they’re in the office, from the comfort of their own homes.
Flex Schedules
Flex schedules allow workers to choose their own hours within a predetermined window set by the employer, typically the hours during which the office is open. This allows employees to adjust their hours depending on their day-to-day needs.
Flex Schedules are a great way to provide your employees with a better work-life balance as they are able to tailor them to their own unique needs.
Unlimited PTO
Unlimited PTO allows your employees to take the time they feel they need to maintain their work-life balance. Providing the freedom to take days off when things pop up in life is removing one more stressor for them.
While many employers may worry that unlimited Paid Time Off will be taken advantage of by some employees, studies have shown that employees with unlimited Paid Time Off typically take fewer days off than those with limits. While this can be viewed as a positive for an employer, I recommend you encourage your employees to take time off when they need it.
If you’re still unsure about the potential benefits of these changes, I recommend trying one out for a trial period and seeing what advantages they can bring to your workplace. Of course, before you do that, consult with your employment lawyer to ensure that you’re complying with all legislation that may impact terms of employment.
Dylan Coffey, HR Manager