Workforce

pdf Access to Personal Records Policy (125 KB)

Staff Personal records covered by this policy will include:

  • Personal Files held by the Human Resources Department
  • Any additional material kept by line managers, which should also be kept in a locked confidential filing cabinet
  • Computerised records held on ESR either by HR or payroll
  • Information held on e-recruitment

This policy refers only to personal data which is identifiable to the individual.

This policy does not apply to medical records held within the Occupational Health Department.  The only persons with access to these records are the Occupational Health Adviser and the Occupational Health Nurse.  If you wish to access your Occupational Health records you should contact Occupational health directly.

Where managers hold local files with data about individuals, they should inform members of staff that they have such a file.

 

pdf Alcohol and Substance Misuse Policy (258 KB)

This policy and procedure applies to all employees of Sussex Partnership NHS Trust.  It details the rules and procedures that will be applied in relation to the use and misuse of alcohol and other intoxicating substances.  The Trust recognises that addiction to an intoxicating substance should be dealt with in the same way as other causes of ill-health where employees can demonstrate that they are complying with a programme of treatment.

The aim of the policy is to ensure that the rules on the consumption of intoxicating substances are clear, that procedures for dealing with breaches of the rules are clear, and to encourage those with an addiction to an intoxicating substance to seek help.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA - Alcohol & Substance Misuse (445 KB)

 

pdf Annual Leave Policy (510 KB)

This policy summarises the general principles relating to annual leave for non-medical staff within the Trust in line with Agenda for Change terms and conditions. It sets out the process for booking and taking annual leave; provides guidance on calculating leave entitlements for joiners and leavers and for staff whose work patterns are other than a standard full time five day working week; and sets out the policy on sickness occurring during a period of leave.

 

pdf Appraisal Policy (957 KB)

pdf Appraisal Policy on a Page (848 KB)

This policy provides managers and staff with guidance on the how to effectively carry out and participate in the Appraisal process, to ultimately enable staff to be successful in their role and contribute to the delivery of a high quality, efficient, effective and safe service.

pdf Associate Specialists Discretionary Points Policy (93 KB)

Discretionary points are consolidated payments, in addition to the maximum of the associate specialists salary scale which may be paid at the discretion of the Trust in the light of professional advice. The discretionary points scale consists of six points of equal value. 

 

pdf Clinical Excellence Awards Policy (197 KB)

KEY POLICY ISSUES:

This Policy establishes the Trust's commitment to managing the process of awarding Clinical Excellence Awards effectively and efficiently and in line with Advisory Committee on Clinical Excellence Awards (ACCEA) guidance. The Policy covers:

  • The annual timetable, procedures and processes for the application and awarding of Clinical Excellence Awards; and
  • The Appeal arrangements.

 

THIS POLICY IS CURRENTLY UNDER REVIEW

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Dignity at Work Policy (Harassment & Bullying) for employees (153 KB)

KEY POLICY ISSUES:

This policy and procedure addresses issues of bullying and harassment and unacceptable behaviour in relation to employees. It outlines the procedure for dealing with these issues, concerns and complaints that flow from them.

 

THIS POLICY IS CURRENTLY UNDER REVIEW

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Disciplinary Policy & Procedure (303 KB)

KEY POLICY ISSUES:

  • Who is covered by this policy
  • Standards expected of all staff by the Trust
  • Grounds for Disciplinary Action
  • Organising a Disciplinary Hearing
  • Running a Disciplinary Hearing
  • Levels of Formal Disciplinary Action
  • Who can dismiss
  • Appeals

 

THIS POLICY IS CURRENTLY UNDER REVIEW 

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Employee Support & Wellbeing for Staff involved in Incidents, Complaints or Claims Policy (206 KB)

This policy is a key document in directing staff to the processes for supporting staff in the event of an incident, claim or complaint. It has been provided to ensure managers and supervisors are clear on what support they must provide to trust staff who have been subject to any form of traumatic event.

  • The policy sets out the following:
  • Accountability and Responsibilities
  • Key support mechanisms available
  • Links to other policies which contain support information

 

pdf Equality, Diversity, Inclusion & Human Rights Policy (304 KB)

pdf Policy on a Page - Equality, Diversity, Inclusion & Human Rights (184 KB)

The Trust is committed to equality of opportunity and anti-discriminatory practice both in the provision of services and in its role as a major employer. It believes that all people have the right to be treated with dignity and respect and is working towards, and is committed to, the elimination of unfair and unlawful discriminatory practices. As a public authority, the Trust also recognises its legal duty under the Human Rights Act 1998 to uphold and promote human rights in everything it does. It is committed to carrying out its functions and service delivery in line with the human rights principles of fairness, respect, equality, dignity and autonomy.

The aims of this policy include: ensuring that all staff, service users, carers and their families are treated with respect and dignity at all times; attracting, developing and retaining a diverse and representative workforce to secure the widest pool of knowledge, skills and talent; and ensuring that equality of opportunity and elimination of discrimination and harassment are embedded into all the Trusts employment practices, policies and procedures.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA - Equality, Diversity, Inclusion & Human Rights (578 KB)

 

  pdf Flexible Working Policy (396 KB)

There are a range of options that enable employees to alter their working hours to reflect their changing needs and responsibilities outside of work and changing personal circumstances, whether these are permanent or temporary. The Trust is committed, wherever possible, to providing patterns of employment that will enable staff to feel a greater sense of control over their working life and support staff in maintaining a healthy balance between their working and private lives.

Flexible working can be put in place where it is operationally viable in order to support equality of opportunity in employment and to support improved staff recruitment, better retention of existing staff and return to work after an employment break. Some posts may not lend themselves to a flexible working pattern as outlined in the policy, and this will be at the discretion of the manager. However, where possible managers should make every effort to meet different working requirements, as long as the needs of the service are not compromised. The manager will need to show that they have given the situation adequate consideration and will need to put forward reasonable justification if they are unable to accommodate such a change in working pattern. Guidance can be sought from the Human Resources Directorate where necessary. If an employee is unhappy with their managers decision, the grievance procedure can be invoked (see Individual & Collective Grievance Policy and Procedure) to pursue the matter further.   

Some of the working patterns outlined in this policy will involve a management-led shift to new patterns of working across most or all of the team (e.g. self-rostering, flexi-time). Others may be initiated by just one or two people, faced with changes in their own domestic circumstances.

The policy shall apply to all Trust employees irrespective of age, disability, race, nationality, ethnic or national origin, sex, gender, marital or family status, domestic circumstances, religious belief or similar philosophical belief, sexual orientation, social and employment status, HIV status, physical appearance, gender identity, political affiliation or non/trade union membership, grade or profession where the needs of the service will not be adversely affected. Whatever form of flexible working is undertaken, and particularly when the work is part-time, it is important that every employee has the same access to career development, training opportunities, participation in team activities and performance reviews. For part-time workers, the general principle for pay, pension and any other employment benefits is that these apply pro rata to the hours worked. 

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA - Flexible Working (621 KB)

 

pdf Gender Reassignment Policy (460 KB)

This policy is designed to assist management and staff in supporting service users and staff who have either changed their gender identity before joining the organisation or, who are in the process of changing their gender identity whilst in Sussex Partnership NHS Foundation Trust (the Trust) care or employment with the intent that it will lead to a more positive experience for Trans people.

 

THIS POLICY IS CURRENTLY UNDER REVIEW

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Grievance (Individual & Collective) Policy (477 KB)

Sussex Partnership NHS Foundation Trust is committed to ensuring that fair, effective and consistent arrangements exist for dealing with any grievances that employees feel they have suffered. This policy provides guidance to help staff and managers deal with such grievances and sets out the procedure to be used, with the aim of arriving at a mutually satisfactory solution as quickly as possible.

 

pdf Investigation Policy (389 KB)

This policy is designed to ensure that concerns regarding the conduct or performance of staff which require formal investigation are investigated in a fair and consistent manner. Such an investigation may arise during the operation of other policies such as Dignity at Work, Grievance or Raising Matters of Concern. The outcome of the investigation may lead to further action such as a disciplinary hearing or use of the Capability Policy.

The policy identifies the circumstances in which an investigation will be necessary, the steps which should be taken in carrying out an investigation, the rights of staff during the process and potential outcomes.

If you would like to see the Equality, Diversity & Human Rights Impact Analysis (EHRIA), please lick on the link

pdf EHRIA - Investigation Policy (451 KB)

 

THIS POLICY IS CURRENTLY UNDER REVIEW WITH THE POLICY AUTHOR

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Job Planning Policy - Medical Staff (917 KB)

The challenges facing the NHS underline the importance of job planning. It is a means of organising resources effectively and efficiently. Effective job planning brings mutual benefits to patients, doctors and the Trust and is key to planning and delivering high quality care. This policy is based on principles that provide the framework for a collaborative approach. Effective job planning will help doctors and managers meet their shared responsibility to provide timely high quality care.

This policy outlines the principles of job planning as described in Medical and Dental Terms and Conditions and the BMA and NHS Employers’ Guidance on job planning for Consultant and SAS grade doctors. This policy sets out the process that supports job planning at the Trust.

Doctors, clinical managers and operational managers should work closely together to ensure an efficient and flexible workforce that supports Trust objectives to be adaptable to changing requirements.

The job planning process provides opportunities for personal and professional development to help drive quality improvement.

Participation in annual job planning is a contractual requirement for Consultant and SAS doctors. All doctors employed by the Trust must participate in an annual review of their job plan.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link.

pdf EHRIA - Job Planning (360 KB)

 

pdf Management of Organisational Change Policy (Including Redundancy) (276 KB)

  • How to communicate and consult with employees and staff side on
    organisational changes which require a formal process
  • The formal processes to be followed when managing an organisational change
  • The formal processes to be followed when staff are at risk of being made
    redundant.

pdf Appendix 1 - Checklist for Organisational Change/Management of Organisational Change Policy (120 KB)

pdf Appendix 2 - Definitions/Management of Organisational Change Policy (124 KB)

pdf Appendix 3 - Template - Consultation Document & Guidelines/Management of Organisational Change Policy (87 KB)

pdf Appendix 4 - Template - Invite to 1:1 Meeting/Management of Organisational Change Policy (63 KB)

pdf Appendix 5 - 1:1 Consultation Meeting Form/Management of Organisational Change Policy (98 KB)

pdf Appendix 6 - Template - At Risk Letter/Management of Organisational Change Policy (125 KB)

pdf Appendix 7 - Slotting In Guidelines/Management of Organisational Change Policy (84 KB)

pdf Appendix 7a - Role Comparison Assessment Form/Management of Organisational Change Policy (134 KB)

pdf Appendix 8 - Template - Outcome Letter/Management of Organisational Change Policy (62 KB)

pdf Appendix 9 - Template - Notice of Dismissal of Redundancy Letter/Management of Organisational Change Policy (72 KB)

pdf Appendix 10 - Managers Tips for Success/Management of Organisational Change Policy (123 KB)

pdf Appendix 11 - Good Practice Guidelines/Management of Organisational Change Policy (129 KB)

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA - Management of Organisational Change (Including Redundancy) Policy (460 KB)

 

THIS POLICY IS CURRENTLY UNDER REVIEW 

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Managing Allegations Against Staff Policy (72 KB)

This policy summarises the general principles relating to the management of allegations made against staff. It includes, but is not restricted to, allegations of abuse directed towards children and vulnerable adults. It includes a procedure to be followed, which cross-refers to other relevant Trust policies and procedures.

 

pdf Managing Concerns About Medical Staff Policy (623 KB)

This is an agreement between Sussex Partnership Trust (the Trust) and the Medical Negotiating Committee (MNC) outlining the employers procedure for handling concerns about doctors conduct and capability. It implements the framework set out in Maintaining High Professional Standards in the Modern NHS, issued under the direction of the Secretary of State for Health on 11 February 2005. This agreement supersedes any previous disciplinary procedure.

This procedure may be amended to reflect any future national advice or guidance but only by agreement with the MNC. Where there is any conflict or lack of clarity the existing national agreed guidance will take precedence. The operation of the procedure in practice will be reviewed after 2 years from the date indicated at the front of the document.

 

pdf Managing Performance & Capability Policy (126 KB)

KEY POLICY ISSUES:

  • Informal management of capability issues
  • Formal processes for management of capability issues
  • Links with performance management and Knowledge and Skills Framework

 

pdf Policy on a Page - Mandatory Training & Induction (503 KB)

pdf Mandatory Training & Induction Policy (1.71 MB)

This policy covers:

  • Mandatory training requirements for non-clinical, community clinical, and in-patient clinical staff working in part-time, full-time, permanent, bank, seconded or temporary positions.
  • Core mandatory training applies to all staff in one or more of the above groups.
  • Additional mandatory training applies to specific staff as defined by their service.
  • The duties and personal responsibilities of all staff and managers for ensuring compliance with mandatory training, including corporate and local induction for new starters.
  • The duties and personal responsibilities of those ensuring high quality mandatory training is available, accessible and appropriate to requirements.
  • The self-service Learning Management System (LMS) for the Trust – ‘MyLearning’ –enables staff to access a single system for booking, recording and monitoring learning and compliance and complete e-learning.
  • Responsibilities for follow-up non-completion of mandatory training and induction.
  • Responsibilities for monitoring and reporting compliance against mandatory training requirements.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link.

pdf EHRIA - Mandatory Training & Induction (418 KB)

 

pdf Maternity, Adoption, Maternity Support (Paternity) & Additional Paternity Leave policy (389 KB)

This policy details the benefits of maternity, adoption, maternity support (paternity) and additional paternity leave which are available to all staff. It sets out the procedure to be followed to secure entitlement to this leave and, where appropriate, pay, and also details the responsibilities of managers in supporting and managing pregnant employees.

 

pdf Mobile & Home Working Policy (510 KB)

This transitional policy recognises that many groups of staff are increasingly working in non-traditional ways. Mobile and home working are methods of flexible working with benefits for both the Trust and its employees. The policy summarises the general principles relating to posts which can be filled by employees who work partly or wholly at home. The same principles also apply to mobile workers who work occasionally at home. The policy includes a procedure to assist managers in determining the suitability of a post for home working and a formal Home Working Agreement for some types of home working. It also recognises that home working may be requested by staff with a legal right to request flexible working.

 

pdf Policy on a Page - Nurse Revalidation (503 KB)

pdf Nurse Revalidation Policy (274 KB)

This policy provides information about the Trust’s requirements to comply with legislation and the Nursing and Midwifery Council (NMC) guidelines for nursing revalidation. It also summarises the principles and guidelines from the NMC , and how the appraisal policy will support the preparation for nursing revalidation and that all registered nurse (including those on the Temporary Staffing Service register or known as Bank) remain up to date and fit to practice. It outlines the responsibilities for those involved in the revalidation process, managers and staff alike and ensures our staffs delivers safe, effective and quality care.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link.

pdf EHRIA - Nurse Revalidation (444 KB)

 

pdf Pre-Employment & Employment Checks Policy (377 KB)

This policy sets out Sussex Partnerships position and defined procedures for the following employment checks that occur at recruitment and as part of ongoing monitoring:

  • Identity and right to work
  • Employment history and references
  • Qualification and professional registration
  • Occupational health
  • CRB disclosure

 

pdf Policy on a Page - Preceptorship (564 KB)

pdf Preceptorship Programme (297 KB)

pdf Preceptorship Policy (282 KB)

KEY POLICY ISSUES:

• Policy background and context
• Preceptorship for newly registered, Band 5, nurses and allied health professional
• Preceptorship definitions
• Roles and responsibilities
• Preceptorship programmes and profession specific frameworks
• Preceptorship procedure and financial uplift.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link.

pdf EHRIA - Preceptorship (364 KB)

 

pdf Protection of Pay & Condition of Service Policy (308 KB)

This policy summarises the general principles relating to the protection of pay and other conditions of service when, in certain specified circumstances, an employee transfers to a lower graded post or to a post which attracts lower total earnings.

If you would like to see the Equality & Human Rights Impact analysis (EHRIA), please click on the link

pdf EHRIA - Protection of Pay and Condition of Service (448 KB)

 

pdf Recruitment and Selection Policy (804 KB)

pdf Recruitment and Selection Policy on a Page (250 KB)

 

The purpose of this policy is to provide managers with a framework for recruitment and selection from initial vacancy to appointment stage. The policy aims to enable the successful recruitment of employees who will perform well and contribute to the continuous development of the Trust as an NHS Foundation Trust with teaching status, providing high quality services to the people of Sussex. 

It defines a procedure for the recruitment and selection of both internal and external employees to ensure common standards of recruitment practice across the Trust. It aims to guide managers through the process in order to enable them to recruit the best person for the job whilst ensuring that all recruitment and selection activity is carried out fairly, efficiently and in line with legislative requirements and best practice. 

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA Recruitment & Selection Policy (416 KB)

pdf Redeployment Policy & Procedure (497 KB)

Key Policy Issues:

  • This policy establishes the Trust’s commitment to managing organisational change effectively in order to minimise risk of redundancies. The Policy covers:
  • How to communicate and consult with employees when a situation for redeployment arises.
  • The formal process to be followed when dealing with redeployment within the Trust.
  • The formal process to be followed when staff are “at risk” of being made redundant or required to be redeployed for other reasons such as ill health, personal relationships, capability or following a disciplinary, bullying & harassment or similar investigation process.
  • Suitable alternative roles and trial periods during a redeployment process.

 

THIS POLICY IS CURRENTLY UNDER REVIEW 

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Retirement Policy & Procedure (364 KB)

The Trust strives to be the caregiver of choice for patients and the employer of choice for staff, and recognises the contribution of all staff regardless of age.

This policy sets out when staff can choose to retire and the process for requesting to work beyond it, with the overall aim of providing a clear understanding for all staff within the Trust of the process and options available to them as they approach retiring age.

This policy applies to employees employed on substantive contracts only and does not apply to bank workers, agency workers or contractors.

 

pdf Policy on a Page - Rostering Policy (505 KB)

pdf Rostering Policy (502 KB)

This policy sets out Sussex Partnership’s position and defined procedures for the use of
electronic rostering to ensure fair and consistent rosters.

• Improved utilisation of staff hours
• Minimise clinical risk through approved skill mix and staffing levels
• Provide fair and consistent rostering for all staff
• Improved monitoring of sickness absence

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA - Rostering Policy (548 KB)

 

pdf Secondment & Temporary Promotion Policy & Procedure (343 KB)

This policy sets out the basis for using secondments and temporary promotions and the procedure to be followed in selecting staff for such opportunities. It provides a framework for ensuring compliance with the Trust's policies and procedures on equal opportunities and good practice in recruitment and selection.

 

THIS POLICY IS CURRENTLY UNDER REVIEW

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE

pdf Sickness Absence & Attendance Management Policy (384 KB)

This policy summarises the general principles relating to sickness absence management within the Trust.  It is in the interests of both employees and service users that sickness absence and its effect upon services is effectively managed and minimised. This can be achieved by the implementation of positive procedures and guidelines. A consistent and pro-active approach to improving attendance is needed and managers will need to maintain a continuous and co-ordinated effort in: monitoring the attendance of staff on a regular basis; positively reinforcing the good attendance of staff; showing an understanding towards those who need to be absent from work on a long term basis through sickness; and dealing fairly and consistently with staff whose attendance is of concern. It shows responsibilities for managers and staff alike and promotes staff health and wellbeing.

 

THIS POLICY IS CURRENTLY UNDER REVIEW 

WHILST THE POLICY IS UNDER REVIEW, THE CONTENT HAS BEEN CONFIRMED AS REMAINING CURRENT PRACTICE 

pdf Special Leave Policy (206 KB)

Please contact your Senior HR Advisor for advice on the different types of leave available. Please call 01273 718699 

 

pdf Staff Grade Optional Points Policy (134 KB)

Arrangements for staff grade optional points were issued under advance letter AL(MD)4/97. Staff grades employed under the new terms and conditions are entitled to be considered for the payment of optional points.

Optional points are not automatic increments or seniority payments. They consist of five points of equal value and are consolidated payments, in addition to the maximum of the staff grade scale. They are distinct and separate from Consultant Clinical Excellence Awards and Associate Specialist Discretionary Points. Staff grade practitioners will not therefore be in competition with senior colleagues when decisions are made about points.

 

pdf Starting Salary Policy - Non-Medical (547 KB)

pdf Starting Salary - Non-Medical Policy on a Page (562 KB)

This policy is to provide guidance to managers to ensure that there is a consistent approach to the starting salary offered to new starters and internal promotes within the Trust.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link

pdf EHRIA - Starting Salary Policy - Non-Medical (374 KB)

pdf Supervision Policy (145 KB)

This policy provides the overarching framework for the practice and governance of staff supervision within the Trust, including Management and Clinical Supervision.

Supplementary standards and guidance relating to supervision of specialist forms of clinical, therapeutic or professional practice must comply with the overarching framework set by this policy.

This policy combines and replaces two previous policies:- Clinical and Professional Supervision Policy and Performance Management Policy. It must be read in conjunction with procedures and documentation covering Appraisal.

If you would like to see the Equality & Human rights Impact Analysis (EHRIA), please click on the link.

pdf EHRIA - Supervision (577 KB)

 

pdf Suspension Policy (531 KB)

The Trust is committed to providing a safe environment for both members of staff and service users. There may therefore be occasions where it is necessary to suspend a member of staff from duty pending an investigation into their, or others’, conduct. This policy identifies the circumstances in which suspension should be considered and outlines the procedure to be followed in the case of suspension.

 

pdf Travel Costs Reimbursement Policy (333 KB)

pdf Travel Costs Reimbursement Policy on a Page (87 KB)

This policy provides guidance for all Trust staff in relation to their legitimate travel expenses and also sets out the arrangements for business travel reimbursement according to rates that operate consistently across the Trust.

 

pdf Whistleblowing - Freedom to Speak Up Policy (354 KB)

This policy and procedure was written in response to the independent ‘Freedom to Speak Up’ review, led by Sir Robert Francis QC, and highlights the trust’s commitment to fostering a culture of safety and learning in which all staff feel safe to raise a concern about anything they believe is harming the service we deliver.

It gives guidance to staff about how to raise a concern, and assurance that they will be provided with appropriate support. It also gives guidance to managers and clinicians about how to receive and investigate concerns, and the support available to ensure adherence to the vision for raising concerns which the Freedom to Speak Up review sets out.

 

pdf Working Time Regulations Policy (378 KB)

The Trust is committed to providing a healthy working environment for all staff. It recognises that staff are more productive if they are able to strike a healthy balance between their life at work and at home.

The Working Time Regulations are aimed at limiting the average working time for employees in the European Union to 48 hours a week. They were designed to protect workers from exploitation by employers. Excessive working time is a major cause of stress, depression and illness, and the aim of the Regulations is to protect people's
health and safety.

The purpose of this policy is to translate the Regulations into practices designed to ensure that members of staff do not work longer hours than necessary and have adequate breaks from work.

If you would like to see the Equality & Human Rights Impact Analysis (EHRIA), please click on the link below.

pdf EHRIA - Working Time Regulations (460 KB)