pdf Flexible Working Policy (170 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 (462 KB)