Flexibility at work in a hybrid context refers to the ability to adapt conditions, schedules, contracts and working arrangements to meet the changing needs of the business environment and its players in France and around the world. It concerns both employers and employees, as well as the way companies manage their human resources and production.
Flexibility enables companies to adjust to market fluctuations. This means being able to hire employees according to the company's needs, to offer fixed-term or open-ended contracts, and to use self-employed workers when necessary. Workers, for their part, have the flexibility to choose jobs that match their skills and preferences, while seeking ways to balance their professional and personal lives.
Flexibility also means being able to work remotely, or from a physical location, such as the office, home or a third location, or even on vacation. This new approach to work provides flexibility for employees, who can better manage their schedules and reduce their need to travel. This helps to improve their quality of life and reduce congestion in major cities at the same time.
It is essential to secure jobs by putting in place adequate social protection mechanisms, benefits for workers and balanced contracts. This can include guarantees for wages, health, retirement, and other aspects of social security that can be studied when the contract is signed.
Companies are required to set up remote work agreements and charters to provide a framework for remote work and its flexibility. These agreements and charters must comply with the French Labor Code and current collective bargaining agreements. Negotiation between employers and trade unions is a key element in the implementation of flexible working practices to guarantee the rights of (tele)workers.
Flexibility helps to improve business performance by enabling companies to adapt quickly to change. Depending on its needs, the company can adjust its workforce and costs to make itself more competitive on national and international markets, or even make savings on its workstations, with some employees on remote work or based on a hybrid working model (a mix of remote and face-to-face working).
As for employees, being flexible makes it easier for them to organize their workplace, their working hours and their working day. The results? 70% of hybrid employees claim to enjoy good mental health (Citrix survey).
Flexibility is the ability to adapt to working hours, working conditions and work organization. This flexibility takes into account both business needs and worker safety. It is based on sound legislation, collective bargaining and human resources management practices that encourage adaptability while preserving the quality of life at the office for each employee thanks to this flexible system.
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