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Policy document package
Parental leave and flexible working policy library

Flexible working policy

When to use it

A model flexible working policy which is in line with best practice, contains clear and effective wording, and is easy to edit.

Flexible working

Background

[Company] has a policy of trying to assist staff to balance their work and home life commitments.

Any employee with at least 26 weeks of employment service has a statutory right to request a permanent change to their working hours and/or start and finish times.

This document provides guidelines regarding working hours and patterns, and establishes procedures for employees wishing to request a temporary or permanent change. Such requests will be considered taking into account the impact on the organisation, work colleagues and any other relevant factors.

Principles

Hours of work

Employee's normal hours and working patterns will be specified in their Statement of Terms and Conditions of Employment. Employees are expected to be at work during these hours, unless by prior agreement with their Manager/Supervisor.

[The Company does not operate a 'flexi-time' system.]

Persistent poor timekeeping means that colleagues are put under pressure to cover duties. This is not acceptable and will therefore be treated as a potential disciplinary offence under our disciplinary procedures.

Managers/Supervisors are expected to monitor hours with the support of HR.

[Company] reserves the right to vary employee's hours and patterns of working, following consultation.

Changes to working hours/patterns

Temporary changes to working hours/patterns

Temporary changes to working hours and/or start and finish times can be agreed for a period no longer than [number] weeks.

The requirements of the business will take priority during normal working hours. For example, an employee may be required to attend a key meeting at the start or end of the day.

The Director of the department concerned has the right to override any temporary agreements that are deemed to be unsuitable.

Employees should discuss a request for a temporary change to their working hours/pattern with their Manager/Supervisor.

Managers/Supervisors should:

  1. Inform HR and the Director of that department that a request has been made.
  2. Review the request and make a decision in conjunction with advice from HR.
  3. Be vigilant with staff in terms of identifying 'unofficial flexibility' in their teams, and taking action in accordance with Company policy.

HR will:

  1. Document the decision.
  2. Apply a pro-rata adjustment to the employee's salary when a temporary change is made to total working hours per week.

Permanent changes to working hours/patterns

Any employee with at least 26 weeks of employment service has a statutory right to request a permanent change to their working hours and/or start and finish times.

All requests will be considered positively but it may not be possible to agree to the proposal if, despite looking at alternatives, there is no sensible way to make the prop

The full Flexible working policy will be available once purchased.

Reviewed 14 March 2022

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Parental leave and flexible working explained

Parental leave is a legal right to take time off from work to look after a child or make arrangements for a child's welfare. 

Flexible working is simply requesting to work a different pattern to that stated on the employee's terms and conditions of employment.