Job sharing: A win-win for employees and employers

Job sharing: Unlocking flexibility, doubling expertise

Job sharing presents a potential solution to the growing demand for workplace flexibility.  While some organizations may not have explored it yet, those who have implemented job sharing have reaped significant benefits, offering a win-win scenario for both employers and employees. Here’s how.

What is job sharing?

A job-sharing arrangement involves two part-time employees who have the responsibilities and hours of a full-time job. In this model, employers choose whether job-share partners share the same tasks or complete different tasks. While seemingly unconventional, this strategy can yield a range of positive effects for everyone involved.  

Benefits of job sharing for both parties

• Enhanced creativity and problem-solving: Imagine finding two candidates you like, each with skills you need, but you’re only able to hire one. Job sharing fixes that. You’ll enjoy the benefits of bringing the best of two complementary skill sets and perspectives, fostering greater innovation.  
• Increased productivity: Due to fewer working hours, employees in a job-sharing situation are less likely to experience burnout, leading to a boost in productivity and higher-quality output.  
• Improved work-life balance for employees: A job share allows employees to share the responsibilities of a full-time position, leading to a better work-life balance. This caters to individuals with caregiving responsibilities, those pursuing education, or simply seeking a more manageable schedule.
• Continuity and increased knowledge transfer: With two people sharing the role, knowledge transfer is built in. Each job sharer stays up to date on projects and client needs, ensuring smoother coverage during absences or holidays.
• Two for the price of one: Job sharing can be a cost-effective way to retain valuable employees who might otherwise seek out part-time work or leave the company entirely. Employers gain the combined experience of two individuals, splitting the cost of a full-time role between two, whether that’s equally, pro-rated or attributed by level of responsibility.

Addressing common concerns

While job sharing offers numerous advantages, some employers may have concerns about costs, role design, and implementation structure. However, with careful planning and clear communication, you can effectively address these challenges and ensure a successful job share arrangement.

Debunking the myths of job sharing

Often seen as a solution for working parents, job sharing offers a win-win for employees across generations and phases of life.  

Working parents can share childcare duties, while those pursuing education or with caregiving responsibilities can balance their commitments. It's also ideal for individuals seeking a better work-life balance, managing health conditions, or launching their own ventures. Retirees looking for part-time work can leverage their expertise as well.  

Let's debunk some common misconceptions and explore the hidden benefits that can boost talent retention and create a more adaptable workforce.

• Salary: While you're technically employing two people, you’re only paying for one full-time role. Offering pro-rated salaries for each job share partner can retain valuable talent who might otherwise seek full-time, higher-paying positions elsewhere.
• Benefits: There's a misconception that employee benefits double. Pro-rated benefits packages or alternative structures with a well-designed plan could instead offer cost savings. You might even find some cost savings on benefits like health insurance depending on your plan design.
• Administrative costs: There might be additional onboarding and administrative tasks associated with hiring two people. However, these costs can be offset by factors like:
• Reduced recruitment costs: Job sharing opens your talent pool to individuals seeking flexible work arrangements, potentially reducing recruitment costs and time spent filling open positions.
• Improved retention: By offering flexibility, you can retain experienced employees who might otherwise leave due to a lack of work-life balance. The cost of replacing an employee is significant; job sharing can be a cost-effective way to avoid turnover.
• Training and development: While you might be training two people, you're gaining a broader range of skills and perspectives. This can lead to a more innovative and adaptable team.

Ready to explore job sharing in your organization?

Learn how we can help you find your next hire or start a conversation about your recruitment needs by filling out our contact form. At Michael Page, we combine local, sector-specific market expertise with advanced technology. As a result, we find quality candidates quickly and efficiently, when you need them most.

Get in touch