Flex-Time Policies in Organizations: A Systematic Literature Review of Benefits and Challenges

Over the past years, flexible work arrangements (FWA) have increasingly replaced the traditional work schedule. A common form of FWA is ‘flextime,’ which refers to the control over working hours. The present study aims to explore in depth the consequences of flextime implementation on both an individual and organisational level. Following the PRISMA Checklist, 4098 articles were retrieved from Scopus, EBSCO, and Web of Science databases, and 136 studies utilising quantitative and mixed methods were finally included in the review. The review has revealed several advantages and challenges that emerge from the use of flextime in organizations. Flextime has been shown to enhance employees’ psychological empowerment, motivation, and workplace autonomy, fostering an environment where workers feel more in control and capable. Flextime reduces work-life conflicts and strengthens the work-family balance. Additionally, flextime contributes to the workforce's well-being (reductions in burnout, exhaustion, and overall stress levels) and stability (decreasing absenteeism, reducing turnover intentions, and delaying retirement). However, challenges also emerged, such as decreased social cohesiveness, blurred boundaries between work and personal life, and overwork culture due to increased role ambiguity, extended working hours, and employee isolation. These results highlight the importance of careful implementation and transparent policies to ensure flexibility does not inadvertently harm team dynamics or employee well-being. To maximize its benefits, flextime must be implemented correctly, emphasizing worker autonomy and decision-making power. Such insights are important as they will allow us to provide actionable, evidence-based recommendations for organisational practitioners.