At 1MFWF, we always want to highlight work that’s happening around the country and across the globe pertaining to work flexibility. While our own blog features regular contributions from experts on this topic, we also keep an eye out for great articles elsewhere on the web. Here are some recent news items not to miss, including how updated federal labor laws that expand overtime pay may affect workplace flexibility.

1.3 Million Workers to Get Overtime Pay, but Will That Hurt Workplace Flexibility?

Independent Women’s Forum, Patrice Lee Onwuk

A new Labor Department rule has lifted the salary cap that determines which workers can be eligible for time-and-a-half pay for working overtime. The good news is that the change makes 1.3 million more workers eligible to receive higher pay when they work overtime. A potential troubling impact, though, is that the higher costs for employers may force some to look for ways to cut expenses elsewhere, including lowering base pay rates and ending opportunities for employees to work flexibly or remotely. The updated labor rule affects professions that are dominated by women, including retail, home healthcare, and the fast food industry.

Here’s Why All of My Employees Stay Home on Wednesdays 

Thrive Global, Sheri Buck

Companies that implement flexible working policies can benefit just as much as their employees. The author, a co-founder of the professional medical network Doximity, explains that all of their employees stay home in the middle of the week to work remotely. The “WFH (work from home) Wednesday” policy not only eliminates employee commuting for a day (including saving gas and money), it confers other opportunities to fuel productivity, like allowing employees to polist presentations, tackle projects that require a higher level of focus, or plow through backlogged email. On the personal side, employees can plan family activities and errands around being at home on Wednesdays.

What Do Employees Want: a Higher Salary or More Job Flexibility?, Lisa Ardill

Reflecting the global phenomenon of remote work, this story summarizes a survey in Ireland showing that 4 of every 5 people surveyed believed that all workers should have a legal right to work flexibility. That response outpaced the numbers of those with priorities like higher salaries and more convenient work locations. One employer on the front lines of the global movement toward greater work flexibility described the phenomenon as being on “the brink of the fourth industrial revolution,” while lamenting that many companies remain “stuck back in the stone ages” with outdated traditional work policies. 

Without Flexible Work Options, Both Men and Women are More Likely to Leave

HR Dive, Valerie Bolden-Barrett

Research from Boston Consulting Group found that men as well as women want flexible options. Millennial men in particular want work flexibility more than their predecessors in previous generations. That means employers who are offering work flexibility as a matter of gender diversity may be missing a bigger and more complex picture. Separate surveys (including a survey from FlexJobs, our sister site) found that, increasingly, employers who have been slow to embrace flexible work arrangements may find themselves confronting problems with staff turnover and employee dissatisfaction.

This Popular New Perk May Convince Employees to Delay Retirement

CNBC Make it, Dustin McKeeson

Even as remote work has continued to gain traction in the job market, a new trend has emerged: working from anywhere, or WFA. An iteration of the digital nomad phenomenon, the work-from-anywhere trend is in part a reflection of the increasing desire of workers of all demographics to be location-independent. Recent research from Harvard and Northeastern universities suggests that workers close to retirement age who are looking to move to coastal areas in Florida and elsewhere may want to continue working. Employers who offer WFA options may increase their chances of holding on to these tenured, more experienced workers.

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