Job sharing is the employment agreement through which two employees share the responsibilities of a full-time job, with working hours, salaries, and holidays proportional to the time worked. Job sharing schemes often divide the workload and working time equally between the two employees, but some employers offer other arrangements. For example, instead of each of the two employees working 20 hours a week, one person might work 25 hours and the other 15.

The schedule in the job sharing system is based on the company’s needs, the role’s requirements, and each person’s availability. Sometimes, those who share jobs may work with overlapping schedules (both are in the office on Wednesdays), and other times, employees will work on different schedules with slight overlaps (one person works from 7:00 a.m. to 11:45 a.m., and the other works from 11:30 a.m. to 3:30 p.m.).

The concept emerged as early as the 1970s in the USA, as a solution adapted to women, as summarized by an Associated Press article, being “a compromise between full-time housework and full-time employment.”

The job sharing system is not expressly regulated by Romanian labor law, but it is a form of flexible work whose advantages could support distinct regulation through the Labor Code.

Why job sharing?

The reasons for choosing the job-sharing system are varied. This flexible work model can be a choice for parents who want to balance work with raising children, people who are pursuing studies/training courses, or those approaching retirement. Job sharing allows for a better balance between professional and private life and the opportunity to continue a career while also considering other essential aspects of life.

Some common reasons people choose job sharing are:

• The ability to stay connected to work without the commitment (or responsibilities) of a full-time schedule;
• To achieve work-life balance (spend more time with family or pursue personal projects/passions);
• For flexibility when it’s not possible through other means (such as full-time remote work);
• As part of a career change;
• To allow two people to work on the same project or at the same level of seniority.

Job sharing responsibilities can also offer additional security to employers. A job-sharing employee can maintain workflow when the other is temporarily unable to work or is on vacation. Moreover, the diversity of thought and approach that comes with the contribution of two employees can also be a significant benefit for the employer.

What is the difference between part-time work and job sharing?

The job sharing system involves two or more people working together and sharing responsibilities to fulfill the tasks of a full-time position. This commitment differs from a part-time position, where fewer hours are worked and the employee is entirely responsible for the results.

In job sharing, the approach is collaborative, which can benefit the employees sharing the position as well as the organization. Job sharing means teamwork, shared responsibility, and doubling the commitment to excellence.

The risk of job sharing largely depends on the dynamics of the partnership. Miscommunication and lack of alignment on critical issues can create challenges. However, with clear boundaries, detailed contracts, and open communication lines, job sharing can be a very low-risk arrangement.

Like all flexible work arrangements, job sharing offers benefits such as more time for personal interests, reduced stress, and a better work-life balance. For companies, it can improve productivity, enhance overall work quality, and stimulate creativity.

Benefits of job sharing for the employer

• Retaining high-performing employees who seek more flexibility for personal reasons
• A broader, mixed skill set and a complementary combination of experience and approach
• A more relaxed and satisfied workforce – which can lead to higher productivity and reduced absenteeism
• Greater capacity to cover vacation and medical leaves, offering better work continuity
• Joint liability of employees in the job sharing system

Disadvantages of job sharing for the employer

• Finding compatible partners can be a challenge
• Replacing a departing partner can be difficult
• The need to ensure both employees work at least 50% of the time
• Additional effort to monitor at least two employees instead of one
• If employees overlap on certain days, additional workspace may be required