Job sharing is an increasingly popular flexible working arrangement that allows two or more employees to share the responsibilities of one full-time role. This arrangement benefits both employees and employers, as it provides greater flexibility, helps businesses meet staffing needs, and often improves work-life balance for staff. 

In this guide, we will discuss what job-sharing is, the pros and cons of implementing job sharing in your small business in Ireland, how to create a job sharing policy, and answer some common questions. Additionally, we’ll highlight the benefits of using our free HR advice line for Irish employers for assistance with implementing job sharing in your business. 

Job sharing is a working arrangement where two or more employees share the duties of a single full-time position. In most cases, each employee works part-time hours, with their combined hours covering the full-time role. For example, if a full-time position requires 40 hours of work per week, two employees may each work 20 hours per week, splitting the responsibilities equally or based on a set division of tasks. 

Job sharing is different from part-time work in that the position is structured to be shared between employees with complementary skills. This means both employees have an equal stake in the role, and they are typically expected to work together as a team to meet the job’s objectives. 

In Ireland, job sharing is governed by the Employment Equality Acts 1998–2015, which provide employees with the right to request flexible working arrangements such as job sharing, subject to the agreement of the employer. 

1. Increased Flexibility for Employees: Job-sharing allows employees to achieve a better work-life balance, which can lead to higher job satisfaction and lower turnover. 
2. Attracting and Retaining Talent: Job-sharing can make your business more attractive to talented individuals who may prefer part-time hours, such as parents, students, or retirees, helping to broaden your talent pool. 
3. Business Continuity: Having two employees share one role can provide greater flexibility for covering absences due to illness or holidays. Both employees are familiar with the job and can step in for each other, ensuring business continuity. 
4. Improved Productivity: With job-sharing, employees can work more efficiently during their reduced hours, as they are motivated to complete their tasks within a set time frame. This can result in higher quality work and increased productivity. 
5. Cost Savings: In some cases, job-sharing can reduce the need for additional resources, as two part-time employees may be able to complete the work of one full-time role. Employers can save on salary costs while maintaining high service levels. 
6. Enhanced Coverage and Skills: Job-sharing enables businesses to benefit from the combined skills of two employees, who can bring different expertise and perspectives to the same role. This can be especially valuable for jobs that require a diverse skill set. 

1. Coordination and Communication Challenges: Job-sharing requires effective communication and coordination between employees. It can be challenging to ensure that both employees are aligned in their approach to the role and that no tasks are overlooked or duplicated. 
2. Potential for Reduced Responsibility: In some cases, employees in job-sharing arrangements may feel less responsible for the outcome of the role because they are sharing duties with another person. It is important to manage this by clearly defining roles and accountability. 
3. Administrative and Operational Complexity: Job-sharing can be more complex to manage in terms of scheduling, payroll, and ensuring consistent output. Employers need to carefully track each employee’s hours, set clear boundaries for responsibilities, and ensure that there is no overlap or confusion. 
4. Training and Integration: Ensuring that both employees are properly trained and that there is a smooth handover between shifts can be time-consuming. Employees must be equally equipped to handle the tasks, which may require more detailed onboarding and continuous communication. 
5. Limited Flexibility in Some Roles: Some roles or industries may not lend themselves well to job-sharing due to the nature of the work, such as roles that require continuous, uninterrupted service or highly specialised tasks. 

To successfully implement job-sharing in your small business, it is essential to have a structured approach. Below are the steps to follow to create a job-sharing arrangement that works for both your business and your employees: 

Not all roles are suitable for job-sharing. Begin by assessing which positions in your business can be shared. Consider the following: 

• Task Complexity: Is the job broken down into distinct tasks that can be easily split? 

• Workload Distribution: Can the workload be equally divided between two part-time employees? 

• Team Collaboration: Does the job require collaboration between multiple departments, or can it be managed within a smaller team? 

Roles that require significant teamwork, flexibility, or communication tend to be well-suited for job-sharing. 

Once you have identified the roles for job-sharing, develop a clear job-sharing policy that outlines: 

• Hours of Work: Specify how the hours will be divided. Will employees work equal shifts (e.g., 20 hours each per week), or will one person work more hours than the other? 

• Responsibilities: Clearly define the responsibilities of each employee and how tasks will be shared. Make sure there is no overlap in duties. 

• Communication and Handover Procedures: Establish procedures for communication between job-sharing employees to ensure smooth transitions and collaboration. Consider weekly check-ins or a shared online calendar to track progress. 

• Performance Management: Set clear performance metrics and goals to ensure both employees are meeting expectations. Regular feedback and performance reviews are essential to the success of the arrangement. 

• Benefits and Salary: Ensure that salary, benefits, and holiday entitlement are clear and equitably divided between the two employees. This must be done in accordance with Irish employment law. 

Discuss the job-sharing opportunity with your employees to ensure buy-in and mutual understanding. Some employees may be interested in job-sharing, while others may prefer full-time work, so it’s important to create open dialogue. 

To assess the feasibility of job-sharing, consider implementing a trial period. This will allow you to gauge how well the arrangement works and identify any potential issues. Monitor employee performance and collaboration during this trial and adjust the job-sharing setup as needed. 

After implementing the job-sharing arrangement, regularly review its effectiveness. Assess both employees’ job satisfaction, productivity, and ability to meet company objectives. Use this feedback to refine the job-sharing policy and ensure continued success. 

Are you considering implementing a job-sharing policy in your business but need expert guidance on how to proceed? Our free HR advice line for Irish employers is here to help. Our experienced HR consultants can assist you in creating a job-sharing arrangement that meets the needs of both your employees and your business. Whether you need help developing a policy, understanding the legal implications, or managing communication between job-sharers, we are here to provide expert advice tailored to your situation. 

Contact our team today for a free consultation and learn how to implement job-sharing effectively in your small business. 

Job-sharing can provide small businesses with increased flexibility, reduced absenteeism, and cost savings. It can also improve employee satisfaction and retention by offering a better work-life balance.

Roles that are suitable for job-sharing are typically those with distinct tasks that can be split between employees. Jobs that require collaboration or continuous customer interaction may not be ideal for job-sharing unless the scheduling can be carefully managed. 

Yes, job-sharing employees are entitled to benefits on a pro-rata basis, depending on the number of hours they work. This includes annual leave, sick leave, and other statutory entitlements. Ensure that the policy is clear about how these benefits are allocated. 

To manage communication effectively, establish clear handover procedures, use shared calendars or task management tools, and schedule regular check-ins to ensure that both employees are aligned on their responsibilities. 

Yes, job-sharing employees can work from home, provided the role is suitable for remote work. Ensure that both employees have the necessary tools and resources to collaborate effectively and complete their tasks remotely. 

Job-sharing is a flexible work arrangement that can benefit both your business and employees. By offering employees greater work-life balance, attracting a wider talent pool, and maintaining high levels of productivity, job-sharing can be an excellent solution for small businesses in Ireland. However, it is important to create a clear, structured policy and monitor its effectiveness to ensure it meets the needs of your business. 

For expert advice on implementing a job-sharing policy or any other HR-related inquiries, contact our free HR advice line for Irish employers today. We are here to help you navigate the complexities of flexible working arrangements and ensure that your business remains compliant with Irish employment laws.  

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