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      Flexible and diverse workplaces

      Flexible and diverse workplaces benefit workers and employers alike and increases worker retention, job satisfaction, productivity, and creates strong businesses.

      Flexible working arrangements

      What is flexible work?

      Flexible work refers to arrangements around where, when, and how work is performed, aiming to meet both worker and employer needs. Common examples include:

      • flexible start and finish times
      • compressed work weeks or time in lieu
      • telecommuting or working from home
      • part-time work or job-sharing
      • a combination of these options.

      Flexible work arrangements can be formal (structured and documented) or informal (adaptable to changing circumstances), depending on the situation. Whether formal or informal, these arrangements should be designed collaboratively between the worker and the employer.

      Who can request flexible work?

      Common reasons for requesting flexible work arrangements include:

      • managing personal health and wellbeing
      • managing pregnancy or breastfeeding-related needs
      • pursuing further study
      • transitioning to retirement
      • caring for children, ageing relatives or other family
      • engaging in religious activity
      • engaging in volunteering, sports, or other activities.

      Why consider flexible work arrangements?

      Saying yes to flexible work doesn't have to be costly to your organisation, and can deliver significant benefits for employers, including:

      • attracting and retaining skilled workers
      • reducing absenteeism and turnover
      • increasing employee engagement and satisfaction
      • providing greater operational flexibility and extended service hours.

      Flexible arrangements don’t have to be one-size-fits-all. Even small adjustments, like varying start times or offering remote work options, can have a big impact on a worker’s well-being and your organisation’s success.

      Creating flexible workplaces

      Flexible work arrangements thrive on trust, communication, and planning. Key steps include:

      • Setting clear expectations – Ensure workers and managers agree on how and when work should be completed.
      • Consider business needs – Take rostering, staffing levels, and client services into account.
      • Performance management – Address performance concerns fairly and consistently, just as you would for other work priorities.

      Employer responsibilities

      Employers have legal responsibilities when it comes to flexible work under state and federal laws:


      Anti-Discrimination Act 1991

      Refusing a reasonable request for flexible work related to a protected attribute – such as impairment, pregnancy, family responsibilities, or religious belief – could be unlawful discrimination. Workers can make a complaint to the Commission.

      Find out more about the Anti-Discrimination Act and the attributes covered.


      National Employment Standards (Fair Work Act)

      Federal laws allow employees who have been with the same employer for 12 months or more to request flexible working arrangements if they:

      • are pregnant
      • are the parent or care for a school-aged child (or younger)
      • are a carer
      • live with an impairment
      • are aged 55 or older
      • are experiencing family and domestic violence
      • provide care or support to immediate family.

      Employers can only refuse these requests on reasonable business grounds.

      Learn more about the flexible working arrangements from the Australian Government Fair Work Ombudsman website.


      Queensland Industrial Relations Act 2016

      Public sector and local government employees in Queensland can request flexible work arrangements for any reason under the Industrial Relations Act 2016.

      Employers should assess flexible work requests fairly and explain any refusals based on operational needs or reasonable business grounds.

      How to make flexible arrangements work

      Tips for assessing and implementing flexible work arrangements: 

      • Treat flexibility as the default approach – Ask, ‘If not, why not?’ when reviewing requests.
      • Balance operational needs – Consider factors like staffing and client service alongside the worker’s circumstances.
      • Ensure fairness and equity – Apply consistent criteria across all roles.
      • Communicate decisions early – Explain the reasons transparently, especially when unable to accommodate a request.

      By fostering open communication and aligning flexibility with business goals, organisations can create a workplace that supports workers while achieving positive outcomes for teams, customers, and profitability

      Age-friendly workplaces

      Why age diversity matters

      Australia’s population is ageing and workplaces and practices must adapt. At the same time, younger generations bring fresh perspectives and skills. Including workers of all ages creates opportunities and widens the talent pool for productivity and innovation.

      The benefits of age-diversity in workplaces include: 

      Age-friendly workplaces

      Why age diversity matters

      Australia’s population is ageing and workplaces and practices must adapt. At the same time, younger generations bring fresh perspectives and skills. Including workers of all ages creates opportunities and widens the talent pool for productivity and innovation.

      The benefits of age-diversity in workplaces include: 

      • a cohesive work environment where team members collaborate effectively
      • opportunities for knowledge sharing and mentoring between generations
      • multi-generational teams come up with innovative ideas and solutions
      • corporate knowledge is preserved
      • business continuity, supported by a mix of age ranges.

      Diverse and inclusive workplaces

      What is diversity and inclusion?

      Workplace diversity ensures that your workforce reflects the broader community, including people of different ages, abilities, family responsibilities, races, cultures, religions, genders, and sexualities.

      Inclusion puts diversity into action by creating a workplace culture where everyone feels valued, respected, and connected.

      As the saying goes: ‘Diversity is counting people. Inclusion is making people count.’

      Why diversity and inclusion matter

      A diverse and inclusive workplace doesn’t just benefit workers – it transforms organisations by:

      Creating diverse and inclusive workplaces

      Here are practical steps for fostering diversity and inclusion in the workplace:

      • Educate and engage your team – Discuss the benefits of diversity and inclusion with workers.
      • Address unconscious bias – Review recruitment and promotion practices, and retention rates to ensure processes are free of bias.
      • Value workers’ unique skills – Recognise language abilities, cultural knowledge, and international experience.
      • Offer flexibility for all staff – Provide flexible work options and comprehensive parental leave for men and women.
      • Accommodate cultural and individual needs – Accommodate requirements such as prayer rooms, breastfeeding facilities, or accessibility adjustments.
      • Celebrate diversity – Mark cultural awareness days, such as NAIDOC Week, Pride, International Women’s Day, Cultural Diversity Week, and Mental Health Week.

      More information and support

      We offer education, including on unconscious bias, diversity and inclusion, and anti-discrimination law, suitable for workplaces across all sectors.