Terminology
Flexible working hours refers to the practice by employers of allowing employees to vary their attendance pattern. Variation is usually in terms of start and finish times, as well as hours per day. Flexible working hours are often referred to as flexitime. Employees working flexible hours are able to use flexitime credit to take time off without reducing other leave credits. Flexible working hours are usually subject to a number of operating rules:

• Bandwidth - the earliest time at which anyone may start work through to the latest possible finishing time, e.g. 07:30 to 19:00.
  
• Core time - the times within the bandwidth during which all staff must be present for work (subject to authorised absences), e.g. 10:00 to 12:00 and 14:00 to 15:30.
  
• Flexible time - the periods within the bandwidth during which a member of staff has the ability to vary arrival and departure times, e.g. 0730 to 1000, 12:00 to 14:00 for lunch and 15:30 to 19:00.
  
• Accounting or Settlement period - the time over which the total hours worked are recorded and totalled, at the end of which they must fall within defined limits

Variations in flexible working hours agreements
Flexible working hours are common amongst office based occupations where there may be a need to ensure an office is staffed, but no need to ensure that expensive production machinery is operated 24 hours per day through rigid shift patterns, or ensure that a public service, such as transport, health or education, is available.

The degree of flexibility allowed can vary between organisations. It is common for employees to be able to vary their hours on a daily basis within the band widths illustrated above, whilst ensuring that they work a total of x hours per month. Some organisations allow flexicredits accumulated in one month to be carried over to the next. Other organisations are more rigid, insisting that employees select start and finish times from within the flexible time band. These chosen hours must then be adhered to unless the hours are altered through a formal request. Conversely, some organisations, such as universities, allow complete flexibility so long as key responsibilities are met. In almost all cases, use of flexible hours is not compulsory, although it may be unavoidable if overtime payment is in the form of time off through the flexitime system.

Flexible working hours are often recommended as part of a company travel plan to reduce congestion per se and facilitate ride sharing and use of alternatives to the car.

Technology
There are no essential specific technological requirements for the operation of flexible working hours. However, where an employer introduces a clocking in and out system to record hours, this may utilise some technology.