Flexible and hybrid working templates toolkit
Our Flexible and Hybrid Working Templates Toolkit supports seamless implementation of modern work arrangements.
This is a comprehensive toolkit to help you manage flexible and hybrid working arrangements in your workplace. It includes a range of templates that are designed to simplify the process of managing flexible and hybrid working arrangements, save you time and effort, and ensure compliance with all relevant employment legislation.
From creating flexible working policies and procedures to managing flexible working requests and implementing hybrid working arrangements, our templates cover all the necessary documents required to manage flexible and hybrid working arrangements effectively.
What Flexible and Hybrid Working?
Flexible working is simply requesting to work a different pattern to that stated on the employee's terms and conditions of employment. Examples of kinds of flexible working that can be requested include:
- Reducing hours to work part-time.
- Changing start and finish times.
- Having flexibility with start and finish time (sometimes known as ‘flexitime’).
- Working hours over fewer days (‘compressed hours’).
- Working from home or elsewhere (‘remote working’).
- Sharing the job with someone else (‘job share’).
Hybrid working is a particular kind of flexible working that combines the benefit of being both in the workplace, and at home. As a form of flexible working, it can be accessed through the formal procedure.
What legal and best practice aspects should employers be aware of when implementing Flexible and hybrid working templates?
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From 6 April 2024, employees will be able to request flexible working from their first day in a new job.
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If an employee is dismissed for requesting flexible working, no qualifying time of employment is necessary to file a claim for wrongful dismissal.
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Full-time and part-time employees have the same ability to seek flexible working hours.
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If an employee's request for flexible working is denied, he or she must file any claims with an employment tribunal within three months after the relevant date.
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Organisations that are a 'good fit' for hybrid working can see benefits in the wellbeing, engagement, and motivation of their employees, as well as in productivity.
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Guidance from Acas and the CIPD on hybrid working helps employers to transition into this way of working, and highlights the important considerations to make.
- The documents are easily editable and implementable, saving you time and money
- All content is designed by CIPD accedited Chartered HR practitioners with operational experience in this area
- You will maintain compliance with ACAS guidelines, legislation, and industry best practices
- Email notifications for any templates added to this toolkit
- 12 months of unrestricted access without any additional costs (any update in that period is free to you)
- A 25% discount on all library, toolkit, and template purchases/renewals
