On July 20, the Action Plan for 2026-2030 on the implementation of the Employment Strategy approved by President Ilham Aliyev also envisages the application of flexible working time regime models.
Medianews.az reports that, according to the plan, international experience on the application of flexible working regime models should be studied, normative legal acts related to the application of these models should be prepared, and ultimately flexible working regime models should be implemented.
According to the program, the main executive body responsible for implementing these tasks is the Ministry of Labor and Social Protection of the Population. The Ministry of Economy has been identified as another executive body.
So, what does flexible working regime mean?
Flexible working regime (in English flexible working arrangements) is a labor organization model that does not require the employee to perform their work strictly in the traditional way – five days a week, from 9 a.m. to 6 p.m. in the office. The main aim of this system is to organize the working time, workplace, or work schedule more flexibly based on the agreement between the employee and employer.
Such a working regime is applied to increase labor productivity, facilitate better reconciliation of employees’ personal life with professional activities, reduce time spent on transportation, and expand labor market participation of persons with disabilities, parents with young children, students, and older workers.
Flexible working regime does not mean that the employee works fewer hours. In most cases, the volume of working hours defined by the labor contract does not change; only how and where those hours are worked differ.
What flexible working regime models exist in international practice?
Various flexible employment forms are used in many countries around the world. The most widespread models are as follows.
Flexible working hours (Flexitime). The employee chooses the start and end time of the workday within a specified range. For example, it is possible to start work at 7:00 a.m. and finish at 3:00 p.m. or start at 10:00 a.m. and finish at 6:00 p.m. At the same time, "core hours" during which all employees must be present can be established.
Remote work. The employee performs their duties outside the office – at home or from any place with an internet connection. This model is widespread in fields such as information technology, media, finance, education, and consulting.
Hybrid work model. Part of the work time is spent in the office, and the other part is remote. For example, the employee works two days a week at the office and three days from home. After the pandemic, this model has become a standard work form for many companies.
Compressed workweek. The employee completes the weekly standard hours in fewer workdays. For instance, a 40-hour workweek is completed in four days instead of five. As a result, the employee gains an additional day off.
Part-time work. The employee works fewer hours than full-time. This model is especially common among students, persons close to retirement age, and parents with young children.
Job sharing. Two or more employees share one full-time position. They agree among themselves on work hours and responsibilities. This model is mainly applied to positions requiring high qualifications.
Shift and individualized schedules. Depending on the nature of the institution’s activity, employees work in different shifts or according to individual work schedules. This model is widely used in hospitals, manufacturing facilities, and the service sector.
Results-based work model. In this system, the key criterion is not how many hours the employee works, but that the tasks are completed on time and with quality. Supervision of working hours is minimized and focus is placed on results.
What does this change promise for Azerbaijan?
The Action Plan does not specify which particular flexible work models will be applied. Because first, international experience will be studied, and then the relevant normative legal framework will be prepared.
This means that amendments will be made to Azerbaijan’s labor legislation in the coming years, and a legal basis will be created for applying new working time models based on agreements between employer and employee.
Experts believe that the proper implementation of the flexible working regime can help the labor market adapt to more modern requirements, increase employee satisfaction, help employers attract qualified personnel, and broaden employment opportunities for people living in regions. At the same time, it is considered important to improve mechanisms for protecting labor rights, accurate accounting of working hours, and objective evaluation of work results to ensure the effective operation of such systems.
How is flexible working regime applied worldwide?
Flexible working arrangements have already become an integral part of the labor market in many countries. At the same time, the applied models differ according to the legislation, economic features, and labor market demands of the countries.
European Union
The legal basis for flexible working in the European Union is reflected both in directives on working time and those on reconciliation of work and family life. According to the Union’s rules, parents with young children and caregivers have the right to request the employer to apply flexible working forms, such as remote work, flexible schedules, or reduced working hours. Employers must consider such requests and justify any refusal.
The hybrid work model is widespread in many EU countries. For example, in the Netherlands and Finland, it is common for employees to work from home on certain days. In Germany and France, many companies operate on a principle of being at the office several days a week and working remotely the rest of the time following the pandemic. At the same time, EU legislation ensures that the average weekly working time does not exceed 48 hours, guarantees minimum rest periods, and provides paid leave rights.
USA
In the USA, flexible work schedules are mainly applied based on agreements between employer and employee. Federal legislation does not regulate flexible working hours separately.
The most widespread models include flexible start and end hours (flexitime), full remote work, hybrid work, and a four-day workweek. Especially in information technology, finance, marketing, and professional services sectors, employees are allowed to plan their working hours within a specified framework. In many companies, employees must be present during certain "core hours" and can plan the remaining time freely.
Japan
Japan, known for long working hours, has been trying in recent years to move toward more flexible employment policies.
Starting autumn 2025, employers will have to provide flexible working options for employees with young children. These options include changing start times, a specified number of remote workdays per month, reduced working hours, and other flexible models. Employees can choose from the offered options.
Furthermore, the Tokyo city administration has begun implementing a four-day workweek for some civil servants. The government tries with such steps to improve the balance between work and personal life, especially to provide additional opportunities for families with children.
Turkey
In Turkey, flexible work forms are mainly based on part-time work, on-call work, and remote work institutions provided by legislation.
After the “Remote Work Regulation” adopted in 2021, the work-from-home model has been applied more widely. Particularly in information technology, banking, insurance, media, and call centers, some employees work in hybrid or fully remote modes. In many large companies, employees work from the office on certain days of the week and from home on others.
Although there have been discussions about a four-day workweek and more flexible work schedules in recent years in Turkey, this model has not yet been adopted as a general rule nationwide and is mainly implemented as pilot projects in individual private companies.
Toğrul Ali,
Medianews.az