in the united kingdom, flexitime working is commonplace in both the private and public sectors., (2000) also highlight that flexible working pattern may not be applicable to all occupational fields, the authors also heighted the medical profession as one of such fields. being enforced by the law on 30 june 2014, industrial reports concentrate on workers right to request for flexible working and how it is guided by advisory, conciliation and arbitration service (acas). academics and industrial sources were established that in some professions flexible working arrangement may not be available or its availability will have a negative perspective on employees by others with a non-flexible arrangement, example of such profession is the medical profession. for example, 50% of companies in the uk started to consider flexible working as a common practice and 73% of the managers in the survey showed an ultimate support to it.
as a response to the empirical gap, a study by origo and pagani based on a sample of european countries, gave a deep analysis of the concept of flexible working by testing the level of heterogeneity in the effect of ﬂexibility on job satisfaction and found some positive link with some aspects of the job while negative or no relation was found against other aspects. 13 november 2012 deputy prime minister nick clegg announced plans to extend the right to request flexible working to all employees, this legislation takes effect in april 2014. working arrangements may be a way for organisations to expand and increase their operations nationally and internationally at lower cost, in comparison to permanent or non-flexible working arrangements., (2000) on flexible working patterns in medical profession emphasized how some medical doctors may attributes negative perception with colleagues with flexible working pattern. flexible working is also seen as a family-friendly policy, which leads to a good work life balance for employees.
an analysis of how flexible working practices influence employees' perceptions of job quality. community service awardsholiday turkey programadopt-a-family & senior programblood drivesclothing drivesjohns hopkins group seating eventsemployee recognition jhu staff milestone recognitionjhu staff appreciation fall festretirement privilegesretiree eventshappenings at hopkinscommunity engagementprimetime newspre-retirement resources (university & health system)discounts amusement & theme parksarts & culturesports & fitnessresorts & traveleducationclothing / workplace flexibility / flexible work schedule / proposing a flexible work schedule. working was academically introduced in 1970 and since then this topic continues to be the interest of many research papers. also, greater focus was put to explain the increased demand for such arrangements by both stakeholders which was clarified by their advantages of contributing to high quality of output results while creating the perfect working conditions for workers.-time in australia is usually referred to accumulated overtime hours that an employee can build up and exchange for the equivalent amount of time off.
the benefits for the company include; better motivated workers, more efficient and effective operation, less fatigued workers, so fewer errors; they get people working overtime hours without paying overtime rates, fewer facilities required, and lower sickness rates. recent years, the term "flextime" has acquired a more controversial definition when used to describe proposals to overhaul the nation's overtime regulations. the short-term account system, there is the lowest limit standard of withdrawing hours, however, the setting of standard is according to different demand of labors. most of these methods are associated with the payment of wages in return for hours worked. sources also have been able to highlight one of the positive effects of flexible working patterns as being able to attract highly qualified professionals, but brookins established some negative effects flexible working patterns had to employers as it adds expenses and responsibility on the organisation, negative availability perspectives of employees on the customers, and employee availability.
 also, they deliver evidence of the significant amount and the ongoing increase in the use of flexible working in many countries. community service awardsholiday turkey programadopt-a-family & senior programblood drivesclothing drivesjohns hopkins group seating eventsemployee recognition jhu staff milestone recognitionjhu staff appreciation fall festretirement privilegesretiree eventshappenings at hopkinscommunity engagementprimetime newspre-retirement resources (university & health system)discounts amusement & theme parksarts & culturesports & fitnessresorts & traveleducationclothing / workplace flexibility / flexible work schedule / proposing a flexible work schedule. see flexible working as an element which can both prevent and create opportunities. working time accounts shall be calculated for at least the period of one year. flexible employment is one of the vital factor in the european union policy discourse.