Letter of the Day | Flexible work arrangements, a forward-thinking reform

​THE EDITOR, Madam:

The Government’s official launch of Flexible Work Arrangements (FWAs) within the public sector marks a pivotal moment in national workforce reform and social development. While the policy has been widely welcomed for its implications for efficiency and employee well-being, it also holds significant and often underexplored benefits for Jamaica’s youth.

As outlined by Minister Audrey Marks, the initiative represents a deliberate step in Jamaica’s Public Sector Transformation Programme (PSTP), shifting the public service from a process-driven model to a results-oriented one. Supported by the Employment (Flexible Work Arrangements) Miscellaneous Provisions Act of 2014, the programme is legally grounded and carefully designed to balance worker well-being with service standards and organisational performance.

The flexible framework encompassing staggered hours, hybrid work, telecommuting, compressed work weeks, and banking of hours recognises that modern workforces are diverse, dynamic, and shaped by complex social realities.

One of the most immediate benefits of flexible work arrangements is their potential to attract and retain young professionals within the public sector. By modernising work structures, the public sector becomes more competitive and encourages young talent to it as a viable and attractive career pathway.

Staggered hours also create space for young employees to pursue continuing education, professional certification, entrepreneurship, and skills training.

Flexible work arrangements indirectly benefit youth by strengthening the family and community environments. FWAs promote better work-life balance, reduce commuting time and costs, and support mental and physical well-being. For households headed by public servants, particularly those with school-aged children or young dependents, flexibility enables greater parental presence, supervision, and engagement.

This is especially important where extended commuting hours and rigid schedules have historically limited family time. When parents and caregivers are better supported, young people benefit from improved stability, guidance, and emotional support, key protective factors in youth development.

From an institutional perspective, staggered work hours may also allow ministries, departments, and agencies to better integrate youth through internships, apprenticeships, summer employment, and mentorship programmes. Moreover, exposure to a modern, flexible, and digitally enabled public service reinforces positive work norms among youth, preparing them for productive participation in both public and private sectors.

The endorsement of flexible work arrangements by the Jamaica Confederation of Trade Unions further underscores the initiative’s role in recognising real-life challenges faced by workers. By addressing them at a systemic level, the policy contributes to greater workforce resilience and social equity.

Crucially, the phased implementation and strong emphasis on consultation, monitoring, and performance management ensure that flexibility does not compromise job security, labour rights, or service quality, principles essential to sustaining youth confidence in public institutions.

LEROY FEARON JR