Those numbers haven’t gotten better today. An alarming 82% of employees still feel at risk of burnout, according to a 2024 study by Mercer. However, the majority of employees believe the key to reducing burnout is increased flexibility in the workplace.

A survey by Deloitte showed that 94% of employees believe flexibility would benefit them by reducing their stress, improving their work-life balance, and increasing their job satisfaction and productivity.

Flexibility in the workplace can benefit your employees and, in turn, your organization. And these days, many prospective employees see it as a right rather than a perk. Here are three policies you might want to consider introducing in your workplace in order to attract (and retain) the best and brightest employees.

1. ALLOW REMOTE WORK

Future Forum’s survey showed that 81% of employees want flexibility in where they work. That’s why many organizations have begun implementing hybrid and remote-work options, especially since the COVID-19 pandemic.

Studies show that this is beneficial for employees and employers. According to an Owl Labs survey, 6 out of 10 employees report greater productivity working from home than in an office. Gig work platform Upwork found that employees valued having no commute, greater productivity, and fewer nonessential meetings and distractions compared to working in the office.

Major companies like Best Buy, American Express, and British Telecom found that their remote workers are 35% to 45% more productive than their in-office peers, according to data from Global Workplace Analytics. Additionally, 6 out of 10 companies believe remote work can save money and increase efficiency, with one organization reporting 30% more sales after implementing remote work, along with a 90% decrease in customer complaints and an 88% decrease in staff turnover.

Whether you offer your employees full or partial remote options, remote work can have substantial benefits for your team and your organization. Look for ways you can begin implementing these flexible practices. If you’re not sure about what kind of policy might work for your company, you can start small by implementing it in one (or a few) teams before rolling it out to the rest of the organization.

2. ELIMINATE RIGID WORK HOURS

In the Future Forum survey, a staggering 93% of desk workers said that they want flexibility in when they work. iHire found that nearly 60% of surveyed Gen Z employees wanted this “flex time,” or freedom to vary their start and end times as well as the ability to adjust their schedules as needed.

One of the best ways to accommodate this schedule is through task-based work. This method allows employees to structure their schedules around finishing tasks, rather than the amount of hours they sit at their desks.

As Owl Labs puts it in their survey report, “If an employee can get all their tasks done between the hours of 10 a.m. and 3 p.m. from their couch, why shouldn’t they? If employees can get all their required tasks, and even a few extra ones, done in four days instead of five, why shouldn’t they?”

This structure motivates employees to be more efficient and productive, and make the most of their time. It also frees them up to take care of their children, go to appointments, and handle other personal responsibilities as needed. By giving employees freedom in when and how they work, you open up opportunities for greater productivity and work-life balance for your teams.

3. CONSIDER SWITCHING TO A FOUR-DAY WORKWEEK

In the U.K., 70 companies tried giving their employees 100% of their pay to only work four days a week. Despite the decrease in the number of days and hours worked, 95% of employers found that employee productivity stayed the same or increased, according to a report by the BBC. After the trial ended for these companies, 86% decided to keep the four-day workweek structure for their employees.

One of the leading four-day workweek job boards in the U.K., 4 day week, explains that four-day workweeks allow for greater productivity due to Parkinson’s law, which states that “work expands so as to fill the time available for its completion.” When employees have less time to finish their tasks, they tend to find more efficient ways of completing them, which increases their productivity.

Case studies also show that four-day workweeks have numerous benefits for companies across the board, including decreasing operating costs and absenteeism, increasing job applicants and employee retention, and allowing for greater diversity and creativity.

Similar to the flex-time strategy, four-day workweeks offer your employees more freedom, creating natural boundaries for maintaining a healthy work-life balance while providing ample time and opportunity to get done all that they need to during their working days.

Burnout is a serious issue, and while there are things that employees can do to prevent (or mitigate) its consequences, it’s company policies and structures that can make the biggest difference. Consider implementing one (or three) of the above policies to take care of your employees’ well-being and mental health. You might just find that your employees are happier, less stressed, and more productive as a result.