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A Flexible Working Policy sets out how employees can adjust their work patterns, locations, and hours while maintaining their job responsibilities. Under Dutch law, any employee who has worked for their employer for at least 26 weeks can request flexible arrangements, including changes to their schedule, remote work options, or compressed hours.

These policies help organizations manage flexible work requests fairly and consistently. They typically outline the process for making and reviewing requests, detail valid business reasons for approval or rejection, and explain how changes affect pay, benefits, and work conditions. Since the 2016 Flexible Working Hours Act (Wet flexibel werken), Dutch employers must seriously consider all flexibility requests and respond within one month.

Implement a Flexible Working Policy when your organization needs to handle increasing requests for hybrid work, alternative schedules, or remote arrangements. This becomes especially important as Dutch companies adapt to changing work patterns and must comply with the Flexible Working Hours Act, which requires formal responses to flexibility requests within one month.

The policy proves valuable during organizational changes, office relocations, or when expanding teams across different time zones. It helps prevent discrimination claims by ensuring consistent treatment of flexibility requests, supports work-life balance initiatives, and provides clear guidelines for managers evaluating employee requests. Many Dutch companies introduce these policies during digital transformation projects or when updating their employee handbooks.

• Basic Remote Work Policy: Focuses on work-from-home arrangements, including equipment provisions, data security, and home office requirements
• Hybrid Working Policy: Details split schedules between office and remote locations, covering team coordination and office space management
• Compressed Hours Policy: Outlines arrangements for completing full-time hours in fewer days, addressing scheduling and operational impact
• Core Hours Policy: Specifies mandatory office presence times while allowing flexibility around these hours, supporting team collaboration
• Job-Sharing Policy: Structures how two employees can share one full-time position, including handover procedures and responsibility division

• HR Directors: Draft and implement the Flexible Working Policy, ensuring compliance with Dutch labor laws and maintaining consistency across departments
• Line Managers: Review and process flexibility requests, coordinate team schedules, and monitor policy effectiveness
• Employees: Submit formal requests for flexible arrangements and follow policy guidelines for remote work or alternative schedules
• Works Councils: Review and provide input on policy changes, representing employee interests as required by Dutch law
• Legal Teams: Ensure policy alignment with Dutch employment regulations and update terms as legislation changes

• Current Work Patterns: Map existing flexible arrangements and identify common employee requests
• Legal Requirements: Review Dutch Flexible Working Hours Act guidelines and Works Council consultation requirements
• Operational Needs: Assess core business hours, team collaboration needs, and IT infrastructure capacity
• Request Process: Design clear procedures for submitting, evaluating, and responding to flexibility requests
• Performance Metrics: Define how productivity and work quality will be measured for flexible arrangements
• Technical Setup: List required equipment, security protocols, and communication tools for remote work

• Eligibility Criteria: Clear conditions for requesting flexible work, including minimum service period (26 weeks)
• Request Procedures: Formal process for submitting and reviewing flexibility requests within one-month response time
• Working Hours Framework: Permitted working patterns, core hours, and scheduling boundaries
• Location Parameters: Approved workplaces, home office requirements, and security protocols
• Performance Standards: Output measurement, communication expectations, and team coordination requirements
• Health and Safety: Workplace assessment criteria and employer responsibilities for remote setups
• Data Protection: Security measures for handling sensitive information outside the office

While both policies deal with modern work arrangements, a Flexible Working Policy differs significantly from a Remote Working Policy. The key distinctions lie in their scope and application under Dutch employment law.

• Scope of Coverage: Flexible Working Policies cover various work arrangements including part-time, compressed hours, and job sharing, while Remote Working Policies focus exclusively on working from home or alternative locations
• Legal Framework: Flexible Working Policies align with the broader Flexible Working Hours Act, addressing multiple statutory rights, while Remote Working Policies primarily deal with workplace safety and digital security requirements
• Implementation Process: Flexible Working Policies require formal request procedures and mandatory response timelines, whereas Remote Working Policies typically focus on operational guidelines and technical requirements
• Risk Management: Flexible Working Policies emphasize fair treatment and anti-discrimination measures, while Remote Working Policies concentrate on data protection and home office safety standards