Job-sharing is an arrangement where two or more people share one full-time job, each working part-time on a regular basis. Job-sharing offers flexibility because it is tailored to suit the needs of the organisation, the job-sharers and the nature of the job.

Job-sharing may be a good option for part-time workers if a job needs to be filled on a full-time basis, although not necessarily by one person. For example, job-share colleagues could work one week on, one week off, or each do two and half days a week or any number of combinations as agreed. See also part-time work.

• Benefits to employers
• Benefits to employees
• Tips for implementing and managing job-sharing
• Sample clause for managing job-sharing

Benefits to employers

• The availability of a wider range of skills and experience within the one job, including the possibility of an arrangement where one set of skills and abilities is complemented by another.
• Better staff retention and the ability to attract staff that can not work full-time.
• Increased productivity (for example, having one person work mornings and one in the afternoon saves on meal-breaks if both workers are working less than four hours. This means eight hours of continuous work in a day).
• Potential for increased staffing flexibility with trained and experienced staff that could cover temporary vacancies.
• Extra appeal as a 'preferred employer'.

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Benefits to employees

Job-sharing can help valuable, skilled employees achieve a balance between work and other activities and support employees who may require:

• time to be a carer,
• the flexibility of a phased retirement,
• opportunities to learn from their job-sharing partner, and/or 
• mutual support and encouragement on the job.

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Tips for implementing and managing job-sharing

When setting up a job-share arrangement consider the following checklist.

• Are the position and tasks clearly defined?
• What are the skills and abilities of the job-sharers?
• Will the job-sharers share all responsibilities in the position or is there scope for 'role splitting' - where each job-sharer has responsibility for completely different tasks within the job-share arrangement? This would require defining and designing the different components/tasks of the position.
• Have communication strategies been put in place between the job-sharers and others in the organisation?
• Will the job-sharers share a desk or other facilities?
• Have occupational health and safety (OHS) requirements been considered?
• Are the job-sharing responsibilities fully documented?
• Be creative. Remember that job-sharing does not necessarily mean that both job-sharers need to be in the office at different times – if Monday is the busiest day of the week, both staff could work on Monday, then one could work Tuesday, and the other could work Wednesday and Thursday – and if Friday is quiet, a job-sharer may be able to work from home.

For more information on Job-sharing go to Work and Family 

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Read more: Sample clause for managing job-sharing