If you’ve tried hiring in the financial services sector lately, you’ve likely felt it: candidates expect more. More balance, more trust, more say in how they work.
Workplace flexibility is one of the first things candidates ask about, and one of the biggest reasons employees stay at a company or leave. In an industry where talent is in high demand and short supply, a considered, clearly defined flexibility strategy can be the difference between attracting a standout applicant or missing out entirely.
At Godfrey Group, we’ve supported firms across Australia—from boutique wealth managers to integrated accounting and advice businesses—through this change. Here’s what we’re seeing on the ground, and why workplace flexibility should be front and centre in your hiring conversations.
Workplace Flexibility Is Now a Priority, Not a Perk
Over 6.7 million Australians now work from home at least some of the time, according to Roy Morgan. In finance and insurance, that figure jumps to 66%, which is a clear sign that flexible work is no longer the exception. We’ve noticed that when flexibility is baked into the role and clearly communicated, candidates are more confident in making the move. On the other hand, when flexibility is vague or treated as optional, top candidates tend to hesitate or opt out entirely.
For financial professionals dealing with long hours and demanding workloads, a hybrid work arrangement isn’t just about convenience. It’s about creating a sustainable way to work that supports both their performance and wellbeing—whether that’s in their productivity, health, family responsibilities, or long-term career development.
Workplace Flexibility Examples That Actually Work
Here are some workplace flexibility examples we’ve seen work particularly well in financial services:
- Hybrid work arrangements with set collaboration days and optional remote days
- Flexible start and finish times to accommodate school drop-offs or personal commitments
- Nine-day fortnights or compressed four-day weeks
- Part-time leadershiproles, particularly post-parental leave
- Remotehiring to access talent in regional or interstate areas
These approaches signal trust and adaptability, which are two qualities that financial services professionals value highly in their employers.
Flexible Workplace Benefits That Support Retention
Replacing a key employee is costly. Beyond salary, the time and effort needed to recruit, onboard, and train can put real pressure on a team. The average cost to fill a vacant position is $23,860, and the recruiting process typically takes 40 days—and that’s before factoring in lost productivity and client disruption.
Providing flexible workplace benefits is one of the most practical ways to lower that risk and strengthen retention. For employees, it creates a sense of autonomy and appreciation, and for employers, it helps retain institutional knowledge, keeps morale high, and supports team continuity.
How a Hybrid Work Arrangement Boosts Productivity
Some employers worry that a hybrid arrangement equals lower output. But in our experience (and in many recent studies), the opposite is true, especially in roles that require deep focus or complex problem-solving. Financial services professionals often do their best work when they have control over their environment. Whether it’s two days at home, a shift in hours to skip traffic, or quiet time for deep work without the in-office interruption, a good WFH or hybrid work policy supports people to do their best thinking.
PwC research confirms this: a strong focus on employee wellbeing and flexibility directly correlates with higher productivity. It’s about shifting the focus from hours at a desk to meaningful, measurable outcomes.
A Hybrid Work Arrangement Expands Your Hiring Pool
When you’re hiring in financial services, firms with a rigid in-office requirement immediately limit their options. Long commute times, rising inner-city housing costs, family responsibilities, or even the desire for work-life balance mean many great candidates simply aren’t willing—or able—to work from the office five days a week.
On the flip side, when you offer a flexible model and communicate that clearly, the doors open to a much broader range of candidates.
Here’s who you can reach with a strategic hybrid work arrangement:
- Experienced professionals in regional areas who don’t want to relocate
- Mid-career changersupskilling from adjacent industries
- Mature-aged talentconsidering part-time or phased retirement
- Parents and carers seeking stability and balance
- Top talentwith multiple offers, weighing flexibility alongside salary
How to Build a Hybrid Work Policy That Works
It’s not enough to say “we offer flexibility” these days; candidates want to know how it works. A strong hybrid work policy sets clear expectations while allowing room for individual needs.
In practice, that might look like:
- Agreed upon in-office collaboration days
- Set hours for team meetings or client contact
- Transparent processes for remote onboarding and training
- Documented performance measures based on outputs
- Annual or quarterly policy reviewswith team input
Done well, a hybrid work policy shows candidates and current employees alike that your firm respects their time, goals, and way of working.
Make Flexibility Your Hiring Edge With Godfrey Group
At Godfrey Group, we work with financial services firms to grow their teams and design flexible environments where great people thrive. If you’re rethinking your hybrid work policy or need support hiring with flexibility in mind, we’re here to help. Connect with us today on 02 8004 9350 to start the conversation.
