Microshifting: How should employers respond?

“For employers, the issue is not whether every role can or should support microshifting. The issue is whether workplace expectations are clear, realistic, and aligned with how work is actually happening,” the report read.

It urged employers to start with role requirements, where they should identify which positions may allow for microshifting and where covered needs limit flexibility.

From there, it advised leaders to define core collaboration windows where teams are expected to be reachable for meetings, decisions, and cross-functional work.

The report also underscored the need to train managers to lead with trust and clarity, and encourage transparency so employees can discuss schedule needs openly.

“Watch for boundary issues. If microshifting leads employees to feel always ‘on,’ employers should reinforce healthy expectations around response times and after-hours work,” the report read.