What Is Job Sharing?

Job sharing is a flexible work arrangement where two part-time employees share the responsibilities and hours of one full-time position, coordinating schedules and collaborating to ensure continuity. Unlike separate part-time roles, job sharers function as a team managing a single position with shared accountability for outcomes and deliverables.

Key takeaways

Confirm role suitability, coverage plans, and overlap windows for handoffs.
Define communication protocols and shared accountability for deliverables.
Align pay, benefits, and performance evaluation policies for partners.
Related: Flexible working.

Job sharing arrangements have a 95% success rate when properly structured, with productivity matching or exceeding traditional full-time roles.

Two nurses coordinating patient care during shift change at nursing station

Schedule options: Split day (AM/PM), split week (Mon-Wed/Wed-Fri), alternating weeks, or overlapping core hours.

Responsibility division: Mirror (both handle all duties), complementary (divide by strengths), or hybrid approach.

Communication essentials: Detailed handoff notes, shared workspace, weekly meetings, urgent decision protocols.

For employers: Access experienced professionals needing flexibility; 30% lower turnover; built-in backup coverage; diverse perspectives; extended hours without overtime; 25% lower absenteeism.

For employees: Work-life balance while maintaining career progression; reduced burnout; peer support; benefit continuity.

Ideal Roles and Implementation

Best suited: Legal, accounting, HR, marketing, consulting, project management, customer support, administrative roles, technical positions with divisible tasks.

Less suitable: Highly individualized creative work, senior executives requiring continuous authority, frequent travel roles.

Implementation steps:

Identify suitable positions with divisible tasks and clear deliverables
Define schedule, responsibility division, and communication protocols
Recruit compatible partners (skills, work styles, communication)
Set prorated compensation, benefits, and PTO
Establish shared systems (inbox, calendar, project platform)
Document agreement covering all arrangement details
Train partners together with cross-training
Monitor first 90 days and adjust as needed

Legal Considerations

FLSA: Classify both as exempt or non-exempt; non-exempt receive overtime over 40 hours/week
ACA: 30+ hours/week qualify for insurance; 20-hour sharers may not
ERISA: Include part-time working 1,000+ hours annually
FMLA: Requires 1,250 hours in past 12 months

Common Challenges and Solutions

Two warehouse workers coordinating during shift overlap at loading dock

Communication gaps: Structured handoffs, weekly syncs, collaborative tools

Unequal workload: Track hours/tasks regularly, adjust divisions

Client confusion: Introduce as team, use shared contact info

Partner departure: Maintain documentation, hire replacement or convert to full-time

Performance evaluation: Set shared goals plus individual responsibilities

Conclusion

Job sharing retains experienced professionals needing flexibility while providing continuous coverage with built-in backup. Successful arrangements require clear communication protocols, compatible partners, and appropriate role selection. Organizations report high satisfaction and productivity matching traditional full-time roles.

Try ShiftFlow’s scheduling tools to coordinate job-sharing rotations, track hours, and maintain coverage.