Flexible Work Arrangements

Flexible work arrangements

The University provides a flexible workplace for our staff. Whether it is having enough leave to cover school holidays, caring for a family member, working remotely, choosing your own hours of work, or taking time off for an emergency, the University is here to support you to perform in your role.

We have well-established, family-friendly and culturally respectful policies designed to empower staff seeking flexible work arrangements.  For a snapshot of the various flexible working opportunities available to staff and an overview of the application and approval process, enrol and complete this online module.

To learn how some of our staff have benefitted from flexible work arrangements, read their testimonials. The flexible arrangements we offer are listed below.

  • What works for me? Looking beyond 9-5

    Nine to five doesn’t suit everyone.

    Negotiate with your Leader to form an agreement that’s right for you!

    Example

    If you are a professional staff member working full-time, you have an option to compress your working hours into a 9 day fortnight so you work longer days to gain one day off work each fortnight. Take a day a fortnight to connect with extended family or spend time developing a new skill or interest.

    Approach your line manager to discuss options that might work for you. Compressed weeks might be the solution.

  • Want to reduce your hours to support your family or passion?

    If you want more time to study or follow a passion, reducing your employment fraction may be the answer. For parents contemplating extra caregiving at home, request a reduction to suit your family needs.

    Example

    One option when returning to work after parental leave could be to apply to reduce your employment fraction from full-time to part-time, for a specified period, to care for your children.

    If the request is approved, you will receive your salary, leave and other entitlements on a pro-rata basis reflecting your employment fraction.

    If your circumstances change and you would like to increase the fraction you are working and/or return to work full-time, you will need to provide notice to change or end the arrangement. You may negotiate to gradually increase your fraction before returning to a full-time workload. Ensure that you approach your line manager with plenty of time to discuss a change in hours, so that they have three months’ notice that you want to end one arrangement and put another one in its place.

    And remember, you accrue annual leave while on paid parental leave so expect to discuss your annual leave balance with your line manager as part of your plan to work part-time. You can use your leave to be paid full-time until you bring your balance down.

  • Need extra leave to cover school holidays or pursue a special adventure?

    If school holidays stretch longer than your own, or you’re preparing for a big trip overseas, the University provides opportunities to purchase an additional 4-8 weeks annual leave in a given year. Leave without pay is another option for those looking to enjoy further time off.

    Long service leave

    How you manage your long service leave is up to you! Take one day at a time or, if you need the extra money, cash out.

    Example

    A full-time staff member accrues four weeks annual leave each year (this is pro-rated for part-time staff). But this is not enough time if you need to be home with school age children in the school holidays, so what options do you have?

    You could apply for leave without pay, but if you would prefer to maintain a predictable income all year, one option is to purchase leave.

    This means that you elect to accrue additional annual leave (for example a further four weeks each year in addition to the four weeks you are already accruing for a total of eight weeks annual leave) in exchange for reducing your fortnightly salary to cover the value of the additional leave.

    For example, four weeks purchased leave for a HEO6 staff results in a reduction of 7.69% of normal gross pay. Their fortnight gross pay would be $2,966.28 instead of $3,213.39.

  • Emergencies happen, we can help

    You can access three special paid leave days each calendar year for absences caused by emergencies.

    For those experiencing family violence, five days are available to help ensure your family’s safety.

    If a loved one develops an illness or injury or there has been a death in the family, the University provides three days compassionate leave to support you through this time.

  • Time off to move

    Moving house can be a big job. Access your one day of moving house leave, available each year.

  • Flexibility in your retirement

    If you are thinking about transitioning to retirement, flexible work options may form part of your transition plan or you may wish to explore opportunities to take up a pre-retirement contract, please also read the pre-retirement contract procedure.

    Example

    Pre-retirement contract

    If you are a continuing staff member intending to retire within the next three years, the University may agree to a fixed term pre-retirement contract with a minimum superannuable loading of 10% for a maximum of three years.

    You may also negotiate to reduce your hours on a pre-retirement contract. Any unused leave at the end of the pre-retirement contract will be paid out at an hourly rate inclusive of the pre-retirement loading.

  • Caring for your family

    We have many parental leave options available for new parents and for those who are seeking flexibility in their work to support caring for children. Even if you’ve just joined the University and haven’t yet completed 12 months service, you can access paid leave to care for your new family.

    There are many considerations when planning your return to work after time off for parental leave. Discuss with your supervisor what works best for your work area and for you.

  • Supporting your family when you return to work

    The Adelaide Campus Children's Centre and Waite Campus Children's Centre are operated by an independent, not-for-profit association, Adelaide University Childcare Services Inc., in premises provided by the University.

    The centres are available for use by staff, students and the general community, providing full-time and part-time care.

    There are also a number of parenting rooms across our campuses and a women’s lounge available for staff to use.

  • Supporting a diverse and inclusive workplace

    The University recognises the diverse skills, experiences and perspectives you bring to the workplace and supports all active contributions to the diversity of our workforce.

    You have access to cultural obligation leave which provides three working days paid leave in any given year to support your cultural beliefs, plus an additional four days paid and 10 days unpaid leave in every two-year period to support Aboriginal or Torres Strait Islander ceremonial or cultural activities.

  • Why not consider working from home?

    Sometimes the most effective way to engage with your work or to balance competing priorities is to work from home. The University provides for this option in our working from home procedure.

    Example

    If you are doing work that could reasonably be done away from the office and you need some flexibility, speak to your supervisor about working from home.

    Are you working towards a deadline and want to clear your schedule to get to the finish line? Will a day working on your own at home give you the clear run you need to finish?

    We all know the frustration of being told that the plumber will call sometime this morning/afternoon, rather than taking a leave day just to let the plumber in, speak to your supervisor about working from home that day.

    If your working day is extended by long travel times, consider asking your supervisor to regularly work from home one day a week, so that you are free at the end of the day to give your children a shorter day in child care or out of school hours care.

  • Dependant travel assistance

    Not being able to manage care for dependants while you attend a conference can sometimes be the reason for non-attendance. For academic staff in particular, attendance at discipline conferences is essential.

    Apply for a grant through the Dependant Travel Scheme which awards up to $2500 per trip for costs associated with bringing dependants and a carer with you or employing a carer for your dependants.

    Example

    Are you a continuing academic staff member who is looking to participate in a conference held overseas or within Australia? Do you have primary caring responsibility for a young child or another dependent with special needs?

    You may be concerned about how you will juggle all of your responsibilities while attending a conference. The cost of the dependant travel and employing a carer may impact your decision to attend the conference.

    Instead of missing an important conference you may wish to utilise your consulting funds to pay for a dependent to attend with you. Associated Fringe Benefits Tax will also need to be paid from the Consulting Fund. Dependent Travel is supported by the faculties.

Apply for flexible working arrangements

Please discuss your preferred flexible working options with your Supervisor who will consider what can reasonably be accommodated by your work area. The HR Service Centre can provide further information.