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In the case of self-rostering, employees themselves distribute shifts according to staffing requirements set by management. Employees also ensure they reach their contracted hours, as well as planning their free days and leave. All work is divided among a fixed and fully-occupied team. As individual preferences are complementary, it is easier to guarantee employees work “their hours”. Specialised software can help with every step in this process. Improved utilisation, higher productivity, and reduced absenteeism are proven benefits of self-rostering.

With self-rostering, employees as a team play an important role. Not every individual preference can always be honoured in the rostering process. When it comes to self-rostering, collaboration and strength among the team is mobilised to distribute all preferences fairly. And this all happens completely transparently and objectively. The name "self-rostering" emphasises the individual, but it is also about employees and teams working together on the division of labour. This results in fewer complaints about the roster. Everyone is given the opportunity to submit requests, while the final distribution of shifts is agreed upon as a team.

Schedules created via self-rostering will remain intact more often and are subject to fewer changes once operational compared to schedules created by planners. Contracted hours are better fulfilled, and less popular shifts and leave requests can be better accommodated. The use of external flex workers can be limited to, for example, increased absence due to illness. Self-rostering requires more flexiblity from the team itself rather than outsourcing.