Visit our COVID-19 page for help and information on flexible working, workforce mobility, and employing people for COVID-19-related roles.

Championing job share in your agency

Job share is a full-time role undertaken by two or more employees. Each employee is paid and earns leave entitlements proportionate to the part of the role they complete. They can be at the same level or paired vertically.

The NSW Government supports job share because it has so many benefits. For employees, it unlocks access to quality part-time work and career opportunities, while their days off are genuine days off. For employers, it creates a larger potential pool of talent, doubles access to skills and knowledge, provides full coverage in a role and increases productivity.

As a sector, it can help us to achieve our goal of looking like the community we serve by broadening the workforce participation opportunities available.

How job share can help your agency

  • manage transitions to retirement for an ageing workforce
  • succession plan by pairing someone experienced with someone on the way up (vertical job share)
  • attract a younger workforce who may want a portfolio career to pursue entrepreneurial passions
  • provide quality, stimulating roles to people who need to work part-time for any reason, such as caring or community commitments, or managing ongoing health conditions
  • provide a solution for those hard-to-fill roles where you need a multiskilled person, for example, the programmer who is also great at networking with clients.

Designed and managed properly, almost any role can be job shared. But how do people make it work? First, start with your own knowledge base. Here’s a guide for HR and recruiters on how to manage job share through the employment lifecycle.

For HR & Recruiters who want to support job share

  • HR & Recruiters Guide – Factsheet 1 (Page 4), which explains the different job share models, their benefits and challenges.

  • HR & Recruiters Guide – Factsheet 2 (Page 6), which explains why job share makes sense, from a diversity, productivity and flexibility perspective, for the business, the team and the individual.

  • HR & Recruiters Guide – Factsheet 5 (Page 10), which explains the steps and options when an employee requests a job share, and wat to do when it is unlikely to be a successful match.

  • HR & Recruiters Guide – Factsheet 6 (Page 14), which explains how to use role analysis to determine the best job share model.

  • HR & Recruiters Guide – Factsheet 10 (Page 25), which explains how to advertise and post a new job share role.

  • HR & Recruiters Guide – Factsheets 11 & 12 (Page 27), which explain what to consider in a contract and workplan, potential challenges and how to use technology to enable job share.

  • HR & Recruiters Guide – Factsheet 13 (Page 35), which explains how to evaluate progress and performance plans for job sharers.

  • HR & Recruiters Guide – Factsheet 14 (Page 36), which explains how to end a job share arrangement.

We’ve also developed these guides for employees, managers and leaders to build their knowledge base, and a job share planning tool for pairs to use to get started successfully.