Since you found our site, we’ll assume you’ve heard a little about job-sharing. Maybe you know someone who is already doing it, or you read about us in the press.
But you’ve probably still got questions. How does it work? Can anyone do it? Which roles?
Below, you’ll find answers to the most common questions. If you’ve still got questions, or if you’d like to talk about whether job-sharing is for you, then use this form to book a free 10 minute call with a job share expert.
(After that, for further career coaching, we charge £70 per hour, or £40 if you’re not currently working. You can read more about our approach here.)
What is job-sharing?
We define job–sharing as two people jointly undertaking a full time role.
Employers to hire, retain and develop talented and ambitious people who choose to work reduced hours, in senior full time roles. And to offer a seamless service to their clients.
Employees to achieve work-life balance while assuming challenging, senior roles and achieving career progression.
There is growing recognition that job–sharing has an important role to play in the future of work.
Which roles can be shared?
Job-sharing can be applied to most full-time roles, including those at senior levels and those which are client-facing, when the role has been properly designed.
Who can job share?
Anyone can share, particularly since the 2014 Flexible Working Legislation.
As well as appealing to mothers wanting to juggle work and family life without sacrificing their career, there is interest from other groups:
- GenY, who want to combine more roles in a portfolio career
- Students who want to combine work and study
- Those with caring responsibilities
- Those who want to combine work with other interests
What are job-sharing work patterns?
Sharers most often divide their time 50:50 over the course of a week. However, it is also possible to alternate weeks, term-time and holidays, and to split days.
Are job-sharers paid the same?
Most often, job sharers take a pro-rata share of the full time salary, depending upon the hours that they work.
In some rare cases, where there are differences in organisational grade, there can be commensurate differences. This scenario requires forethought, particularly around pay rises and bonuses. We recommend that there should be proportionate pay rises, and equal bonuses, although there are other options. Transparency in all cases is vital.
How do job-sharers handle accountability?
Job sharers can either be jointly accountable for their work, or divide accountability for different elements of the job.
Both routes been successful, but we would recommend being jointly reponsible for deliverables (while using your respective strengths to deliver excellently), and also jointly responsible for the success of your job share partnership (the 'what'), while being measured seperately on your behaviours and skills (the 'how').
Why should I job share?
Job sharing enables candidates to combine challenging senior roles and career progression with non-work commitments (childcare, for example).
Job sharing brings tangible additional value to employees:
A partnership within which to address the challenges they come up against at work, together; and through their complimentary skills sets find more innovation solutions. Job sharers report that they increase their competence and skills by working together.
Continuity: job–sharers know that when they aren’t in work, because it’s not their half of the week, or they are on leave or unwell, they work is expertly covered by partner.
Increased engagement and wellbeing: job–sharers are freed from the conflict which comes with trying to make a full time role and other commitments fit together. This, plus the opportunity to undertake the most interesting and challenging roles, means they are more engaged.
Enhanced productivity: Job sharers are no longer torn between home and work. Evidence shows that they are able to be more productive during their work hours.
A more diverse organisation to work in.
Ready to find a job share partner? Then head straight here.