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Flexible Work Policy

Purpose

The purpose of this policy is to outline Dragonfly Dance’s commitment to supporting flexible working arrangements that promote work-life balance, staff wellbeing, and operational effectiveness.

This policy provides guidance on how flexible work requests are considered and managed in accordance with the Fair Work Act 2009 and organisational needs.

Scope

This policy applies to all employees of Dragonfly Dance, including full-time, part-time, and casual employees who have completed the required qualifying period under the Fair Work Act.

It does not apply to independent contractors or individuals engaged for short-term or project-based work.

Rationale

Dragonfly Dance recognises the importance of supporting work-life balance, staff wellbeing, and operational flexibility. Flexible work arrangements allow the business to retain skilled and motivated employees, while enabling staff to better manage personal commitments, family responsibilities, or study needs. This policy ensures requests for flexible work are considered fairly, consistently, and in line with operational needs and legislation.

Definitions

Flexible Work Arrangement (FWA)

Any change to standard work patterns including hours, start/finish times, workdays, or location.

Employee

Includes permanent full-time, part-time, and eligible casual employees.

Manager

Refers to the Studio Owner or Team Managers.

Operational Needs

Business requirements that ensure client service, studio coverage, and team collaboration.

Policy

Dragonfly Dance recognises that flexible work arrangements can support employees to balance personal, family, and professional responsibilities while contributing positively to engagement and productivity.

The organisation will give genuine consideration to all requests for flexible working arrangements, taking into account:

the employee’s personal circumstances
the operational needs of the business
team communication and service delivery requirements
fairness and consistency across the organisation.

Requests will be considered on a case-by-case basis and assessed in line with the Flexible Work Request Procedure.

Types of flexible work arrangements

Flexible work arrangements may include (but are not limited to):

adjusted start and finish times
changes to total hours worked (eg part-time, compressed weeks)
working from home (part or full days)
job sharing arrangements
changes to rostered or scheduled workdays.

All arrangements must maintain appropriate coverage, communication, and client service standards.

Eligibility

Employees may request flexible work if they are seeking flexibility due to circumstances such as:

parenting or caring responsibilities
disability
age (55 years or older)
experience of family or domestic violence
supporting a family member who experiences family or domestic violence
other significant personal reasons (at the discretion of management).

Considerations for approval

When reviewing a request, management may consider:

The impact on client service and team workload.
Whether duties can be effectively performed under the new arrangement.
Availability of other staff to cover duties or shifts.
Health, safety, and technology requirements.
Compliance with awards, contracts, and the Fair Work Act 2009.

Trial period and review

Approved arrangements may commence on a trial basis (usually 1–3 months).
After the trial, the manager and employee review the arrangement to confirm ongoing suitability.
Adjustments may be made based on performance, business needs, or feedback.

Breaches

Failure to comply with the conditions of an approved flexible work arrangement may result in the arrangement being withdrawn and/or disciplinary action.

Responsibilities

Studio Owner

Approve Flexible Work Policy and other flexible arrangements that impact overall business operations or staffing structure.
Ensure consistency across all departments.

Team Managers

Review requests in consultation with the Studio Owner (if required).
Consider fairness, business needs, and role requirements.
Confirm decisions in writing within 21 days of receiving the request.
Document the arrangement and ensure it is reviewed periodically.

Employees

Submit a written request (as outlined in the Flexible Work Procedure) outlining the proposed arrangement, reason, and any supporting details.
Maintain productivity, communication, and attendance expectations under the new arrangement.
Notify management of any change in circumstances that affect the arrangement.

Procedure overview

Requests for flexible working arrangements are managed in line with the Flexible Working Procedure, which outlines the detailed process for submitting, assessing, and responding to requests.

In summary:

Eligibility: Any employee may request flexible working arrangements. Eligibility for formal consideration is as defined under the Fair Work Act 2009 (Cth), and Dragonfly Dance may also consider other requests at its discretion.
How to apply: Requests must be submitted in writing as per the Dragonfly Dance Flexible Working Procedure, outlining the desired change and the reasons for it.
Assessment: All requests will be considered in good faith, taking into account operational needs, fairness to other team members, and the employee’s circumstances.
Response timeframe: Dragonfly Dance will provide a written response within the legislated timeframe, normally within 21 days of receiving the request.
Outcome: The request may be approved in full, approved in part with agreed adjustments, or declined on reasonable business grounds as defined by the Fair Work Act.
Implementation: Any approved arrangement will be confirmed in writing and may be subject to a trial period or review.
Review and variation: Flexible work arrangements may be reviewed periodically or amended through mutual agreement, following the procedure.

For a more detailed procedure, refer to the Flexible Working Procedure.

Review

This policy will be reviewed annually and amended as appropriate.