​Paul Dawson, practice manager at the Kapooka Health Centre, said granting employee flexibility has created a stronger workplace morale. 

“I’ve had one lady who is now working full-time, but was working from home because of her children and young one’s,” Mr Dawson said. 

“We have the technology now that allows us to do it and this colleague is in the technological logistics area, where she can work remotely and still operate, function and provide the support to the team.” 

While not every job can warrant a flexible work schedule, Mr Dawson said his colleague’s standard of work can still be monitored when they away from the office. 

“Not every job will allow this, if you’re working at Woolworths or making coffee, but I see it as a big boom and where I am at defence, we have technology for people to work remotely,” he said. 

“In this situation it was a benefit, as long as the work is done and capability is maintained, modern technology allows us to be more supportive. 

“We spend a lot of money and resources to train our staff and if we can’t accommodate their needs, we lose someone with the skills and corporate knowledge.” 

A new clause to be inserted into all Fair Work Commission modern awards forces employers to justify why they have denied a request for flexible working arrangements, like starting later or working remotely. 

Workers will also gain the right to lodge a legal challenge if an employer fails to properly consider their request including explaining the business grounds for their denial to flexible work. 

Employees with parental or caring responsibilities can request flexible work arrangements, such as working part-time or remotely under section 65 of the Fair Work Act. The section also applies to workers who have a disability, are aged over 55 or are experiencing family violence.

The Australian Council of Trade Unions argued the ruling falls short of guaranteeing a right to flexible working hours for people with family and caring responsibilities and others, but is a step in the right direction. 

“We know that more than 80% of Australians have some form of caring responsibility, but women are over-represented in this group and are often forced out of work by inflexible work arrangements which do not allow women to balance care and work,” ACTU secretary Sally McManus said. 

“We know this is one of the driving structural factors which contribute to the gender pay gap and women retiring in poverty.

The ACTU thinks this is a step in the right direction in making sure our workplace laws are in tune to the modern needs of working women and working families.”