The Disadvantages

There are potential pitfalls in job sharing for both the employer and the employees:

• Costs marginally increase in relation to payment for sick leave, annual leave loadings, workers compensation, superannuation and training when two people are employed rather than one.
• Communication between the job sharing employees, if not effective, could result in staff and clients being unsure as to which one to approach, which could result in duplication of work or reversal of decisions. 
• If the parties prove to be incompatible the arrangement can fail and productivity decline.
• If the position is no longer required it may be more difficult to place two part-time staff members in alternative positions. 
• If one party leaves it may be difficult to find a suitably qualified and compatible replacement sharer.

Implementing Job Sharing

Employers offering a job sharing arrangement generally provide a clear definition of the components of the job as well as a clear definition of the acceptable working hours . 

They inform other staff of the arrangement. If job sharing is being implemented for the first time staff are provided with a clear policy detailing under what circumstances it will be approved and whether or not it will be on a trial basis. 

It is advisable to tell other staff about work arrangements for the job sharing position, particularly those arrangements dealing with communication.

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