In the midst of an aging global workforce, organizations must develop a better understanding of how work design interacts with aging to influence worker well-being. Grounded in socioemotional selectivity theory, the present study assesses how the effects of flexible schedules on sick day use, subjective health perceptions, work-to-family conflict, affective commitment, and work engagement change with age. The study uses 3,623 observations from the Linked Personnel Panel, a federally collected and maintained data set consisting of three waves from 2013–2017 in Germany. Results show that flexible schedules have age-specific effects for some outcomes and age-neutral effects for others. Flexible schedules were related to lower sick day use and higher subjective health perceptions only among older workers and reduced work-to-family conflict only among middle-aged workers. Relationships with work engagement and affective commitment were more consistently positive across age. The results point to the importance of understanding age-specific policy effects in the face of workforce aging.

In recent years, the person–environment fit framework has become increasingly popular as a lens for understanding the work–family interface. However, the mechanisms that link objective work–family person–environment fit to individual outcomes are poorly understood, and little person–environment fit research has focused on work schedules despite their importance for employee management of work and family roles. Moreover, it is unclear whether schedule fit contributes to individual outcomes over and beyond schedule characteristics such as flexibility and control. The present study explains how employee objective schedule fit relates to individual turnover intentions through work‐to‐family conflict and schedule satisfaction in a study of 608 retail employees. Results show that objective work–family schedule fit has statistically significant relationships with employee outcomes independent of the effects of schedule control and flexibility, but that these relationships are relatively weak. These results establish that schedule fit is a facet of work–family person–environment fit beyond more generally desirable schedule characteristics, but that it may be useful to examine only in limited contexts. The results also contribute to the understanding of the cognitive mechanisms linking objective environmental characteristics to employee outcomes.Practitioner points The ability to work a schedule that meets preferences for days and shifts (hours) is related to better worker outcomes. This effect holds even when considering employees’ control over their schedule and its flexibility. Employees’ schedules are a starting point for forming their attitudes and behaviours related to the work–family interface, which may shape future turnover cognitions.

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