Flexibility at work in a hybrid context refers to the ability to adapt conditions, schedules, contracts, and working methods to meet the changing needs of the professional environment and its stakeholders in France and around the world. It concerns both the employer and its employees, as well as the way companies manage their human resources and production.
Flexibility allows companies to adjust to market fluctuations. This implies the possibility of hiring employees according to the needs of the company, offering fixed-term or permanent contracts, and using self-employed workers when necessary. Workers, on their side, have the flexibility to choose jobs that correspond to their skills and preferences, while looking for ways to balance their professional and personal life.
Flexibility is also demonstrated by the possibility of working remotely, or from a physical location such as the office, at home or in a third place, such as on vacation. This new approach to work provides flexibility for employees who can better manage their schedules and reduce their travel. This contributes to improving their quality of life and reducing congestion in large cities in parallel.
It is essential to secure jobs by putting in place adequate social protection mechanisms, benefits for workers and balanced contracts. This may include guarantees for wages, health, retirement, and other aspects of social security that may be studied when the contract is signed.
Companies must put in place remote work agreements and charters in order to frame remote work and its flexibility. These agreements and charters must respect the French Labour Code and the collective agreements in force. Negotiation between employers and trade unions is a key element in the implementation of flexible working practices to guarantee the rights of (remote) workers.
Flexibility contributes to improving the performance of companies by allowing them to adapt quickly to changes. Depending on its needs, the company can adjust its workforce and costs to become more competitive in national and international markets, or even save money on its workstations, with some employees working remotely or based on a hybrid work model (mix of remote and on-site work).
As for the employee, being flexible allows them to organise themselves more easily at their workplace, their schedules or the organisation of their working day. Results? 70% of employees in hybrid work say they have good mental health (Citrix survey).
Flexibility is the ability to adapt to schedules, working conditions or work organisation. This flexibility takes into account both the needs of companies and the safety of workers. It is based on solid legislation, collective bargaining, and human resources management practices that promote adaptability while preserving the quality of life in the office for each employee thanks to this flexible system.
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