Changes in traditional patterns

The traditional work pattern of a 'nine to five' full-time job no longer applies to many workers. Our changing work patterns provide flexible working conditions in many people's lives. Equally, our changing work patterns may disadvantage some people whose working conditions are regarded as less ideal than in the past. In time, people may be able to choose or negotiate the most ideal working situation for them.

Outsourcing and 'casualisation'

As mentioned in the previous chapter, there are many people now working in casual or part-time working arrangements. Roughly one quarter of our present workforce is casual. 'Casualisation' is often seen as a negative thing by unions and non-government organisations, because employers do not provide non-wage entitlements like annual leave and compulsory superannuation . Casuals usually receive some compensation for lack of non-wage entitlements and unpredictability in their work through casual loadings, which is the extra percentage of the minimum/normal hourly rates (usually 15% or more) of awards, contracts and agreements . Employing more casual workers can suit employers, because it allows them to reduce the costs of labour or to employ staff during busy periods. Many groups of workers find that casual work best meets their needs, for example people re-entering the workforce or people gaining experience in a new career. See images 1 and 2

Outsourcing is a significant change in our work patterns. This involves an employer or business 'contracting out' work that would normally done by employees. Many self-employed workers (independent contractors or sub-contractors) and fixed term workers (contract workers or project workers) receive work that has been outsourced. Outsourcing can have a number of effects. It can reduce costs for employers and reduce the workload of permanent workers. In some cases, outsourcing may replace the need for greater numbers of permanent staff. Information technology (IT or ICT) and information services are particularly common work areas that feature outsourcing.

Changing working hours and arrangements

Many people are working outside the traditional 'nine to five' and 'Monday to Friday' pattern. For some, this means no longer working full-time. For others, this means still working full-time hours (38 to 40), but in different ways. In this situation, employers and employees (or employers and unions with the union acting on behalf of many employees) create new flexible work arrangements. There are many benefits of flexible workplaces; they may allow employers to keep or attract skilled and experienced workers who require that flexibility, or motivate employees to do their best work. See image 3

In general, people benefit from changing working hours when it allows them to satisfy other aspects of their lives. Flexi-time is a new working arrangement where full-time workers can work less hours on certain days, so long as they make up this time at a later stage. This could allow people to attend daytime appointments or to leave work early to go for a swim to reduce personal stress. Flexi-time also allows parents to take turns dropping off or picking up their children from childcare or school.

Job sharing is on the increase and it involves two people sharing one full-time job or two employees sharing an aspect of a job. Job sharing is particularly useful for people who have commitments outside of work or may allow someone to do another part-time job for career or financial reasons.

Working form home is an option for some workers, especially office workers, mostly due to the way that work can be sent to the worker via email. Many employees can arrange with their employer to work set days or hours each week from home.

'Family-friendly' workplaces and 'work-life balance'

The Australian workforce has seen an increase in the participation of women; female workers are now 45 per cent of the workforce. This has  led to the need for work patterns to be more 'family-friendly'. This is where things like flexi-time or working from home allow employees with children or caring duties to adequately meet these important needs. If employees aren't required to work at set times each day or 'make up their own hours', they feel less stressed in general. 'Family-friendly' working hours and employers also allow employees leave to care for dependents, for example if their child is sick) and bereavement leave, where time off is given for grieving the death of a relative or friend.

Changes in traditional working arrangements can also provide a better 'work-life balance' for working people. This is where new arrangements like flexitime allow employees the chance to feel less restricted by the traditional eight hour working day. In some cases, workers may earn the right to go home early and enjoy non-work-related recreational activities if they have worked particularly hard. In general, 'work-life balance' is a big priority because it allows people to lead healthier lifestyles. When politicians mention restoring 'work-life balance' in voter's lives, they need to ensure this work flexibility is given to all working people. Employers benefit from having happier workers, because they are likely to be more productive.