Soon, business leaders will turn their attention to developing a return to work plan for employees. And for many, that plan will need to include some amount of flextime. After all, we’ve provided employees with a tremendous amount of freedom over the past year. And we simply can’t take that freedom back now and say, “Thanks for all you’ve done, now go back to the way it was.”

As leaders contemplate getting everyone back to work, there is another consideration: Our workspaces might not ever be the same; continued social distancing means we will have less physical space per person to work with. So flextime, a system that allows employees to choose their own times for starting and finishing their work while sharing company resources, might be the answer.

Flextime as a Return to Work Solution

After working from home for some time, employees now know that a flexible work schedule drives high satisfaction levels with their work. They are now used to being able to better balance work and personal lives. It is now easier for them to juggle childcare, elderly care, distance learning, and so much more — all because their work schedules are more flexible. Of course, companies have also seen the clear benefits of providing flexible work hours. In general, their employees are more satisfied and motivated, so productivity improves.

The benefits to both employee and employer are clear. So why wouldn’t a company continue to provide flexible work hours — or flextime — in their return to work plans?

This infographic from recruitment agency Manila Recruitment further discusses flextime’s positive impact and looks at how companies are executing flexible work schedules globally. Perhaps even more important, the infographic shares five tips for implementing flextime in your company.

Take a close look. Then begin mapping out your company’s return to work plan — including flexible work schedules.