Flexible Work Arrangements: What They Are, Examples, and Your Legal Rights in Canada

Flexible work arrangements have become a permanent part of the modern workplace. Since the pandemic, many employees now expect flexibility around where, when, and how they work.

But what do flexible work arrangements actually mean? What types are common? And do employees in Canada have a legal right to them?

This guide explains everything employees need to know — clearly and simply.

What Are Flexible Work Arrangements?

Flexible work arrangements are alternative setups that give employees more control over their schedules, location, or hours — instead of a traditional 9-to-5, in-office model.

They are often used to:

• Support work-life balance
• Accommodate caregiving responsibilities
• Address medical needs or disabilities
• Improve productivity and retention

Flexibility can be temporary or permanent, formal or informal.

Types of Flexible Work Arrangements

Here are the most common types of flexible work arrangements used in Canada today:

1. Remote or Work-From-Home Arrangements

Employees work from home full-time or part-time instead of attending the office daily.

2. Hybrid Work

Hybrid work is a mix of in-office and remote work (for example, three days in office, two days at home).

3. Flexible Hours (Flextime)

Employees choose their start and end times, as long as they work required hours.

4. Compressed Workweeks

Full-time hours worked over fewer days (e.g., four 10-hour days).

5. Part-Time or Reduced Hours

Working fewer hours than a standard full-time schedule.

6. Job Sharing

Two employees share the responsibilities of one full-time role.

Flexible Work Arrangements: Examples

If you’re wondering what are examples of flexible work arrangements, here are clear, real-world examples:

• Working from home three days per week
• Starting work at 7 a.m. and finishing at 3 p.m.
• Taking Fridays off by working longer hours Monday to Thursday
• Temporarily reducing hours after returning from parental leave
• Working remotely as a medical accommodation

What Are 3 Examples of Flexible Work Arrangements?

1. Hybrid work (office + home)
2. Flexible start and end times
3. Compressed workweeks

Why Flexible Work Arrangements Are Good

Flexible work arrangements can benefit both employees and employers.

Benefits for Employees

• Better work-life balance
• Reduced commuting time and costs
• Improved mental health
• Greater job satisfaction

Benefits for Employers

• Higher retention and morale
• Increased productivity
• Access to a wider talent pool
• Fewer absenteeism issues

That said, flexibility is not automatic — and disputes often arise when expectations change.

Challenges of Flexible Work Arrangements

Despite the benefits, these employment types can create legal and practical challenges.

Common issues include:

• Employers unilaterally cancelling remote work
• Inconsistent treatment between employees
• Productivity or monitoring concerns
• Disagreements over hybrid schedules
• Flexibility being removed after years of approval

When flexibility is taken away, it may raise constructive dismissal or human rights concerns.

Do Employees Have a Legal Right to Flexible Work Arrangements?

In most cases, there is no automatic legal right to flexible work arrangements.

However, employers may be legally required to provide flexibility when:

• An employee needs accommodation due to disability
• The request relates to family status (e.g., caregiving obligations)
• Flexibility was promised in an employment contract
• Long-standing arrangements were removed without consent

Each situation depends on the facts.

How to Request Flexible Work Arrangements

If you’re wondering how to request flexible work arrangements, follow these best practices:

• Make the request in writing
• Be specific about what you’re asking for
• Explain how the arrangement will still meet job requirements
• Link the request to legitimate needs (health, caregiving, productivity)
• Keep records of all communications

A poorly handled request — or refusal — can create legal risk for employers.

What If Your Employer Refuses or Cancels Flexibility?

If your employer:

• Refuses a reasonable flexibility request
• Cancels remote or hybrid work without warning
• Forces a return to the office despite prior agreements

You may have legal options, including claims related to:

• Constructive dismissal
• Failure to accommodate
• Wrongful dismissal

Speak to an Employment Lawyer Before You Accept Major Work Changes

Changes to how, where, or when you work can significantly affect your rights.

Before accepting or rejecting changes to your work arrangement:

• Understand whether the change is legal
• Know if you’re entitled to compensation
• Get advice before responding in writing

The employment lawyers at Samfiru Tumarkin LLP helps non-unionized employees across Canada understand their rights when employers change flexible work arrangements.