Flexitime policy template
Supporting information
Our Flexitime Policy Template outlines the guidelines and procedures for flexible working hours, promoting work-life balance and productivity while maintaining operational efficiency and meeting business needs.
Flexitime policy
1 Overview
1.1 [Company] recognises the commitment and hard work of all staff and understands that individuals may, at some time in their working lives, find it difficult to maintain a balance between their professional and personal commitments.
1.2 [Company] also understands that the promotion of flexible working patterns can reduce unauthorised absences from work and employee stress, and in turn promote a good work-life balance and improve performance and productivity.
1.3 One way for [Company] to do this is to offer flexitime, whereby employees work their total number of contractual hours, but are permitted flexibility as to when they begin and end a day or shift.
2 Scope
2.1 This policy is applicable to all empoyees of [Company].
3 General Principles
3.1 When flexitime can operate
3.1.1 [All employees are entitled to benefit from [Company]'s flexitime scheme. This means that employees can generally work flexitime, as long as they abide by the restrictions set out below.
3.1.2 However, flexitime should not interfere with [Company]'s needs or the employee's job duties and line managers can override flexitime arrangements to meet the needs of the business.]
3.1.3 [OR
3.1.4 [Company] will consider requests to work flexitime from [all employees/employees in [details, for example particular departments or types of job]]. [Employees should refer to [Company]'s policy on non-statutory requests for flexible working, which sets out how requests can be made.]]
3.1.5 Requests from part-time employees to work flexitime will be considered on the same basis as requests from full-time employees.
3.2 How flexitime works
Each employee who is covered by a flexitime arrangement can vary his/her hours around the core working periods. The hours banked can be used at a later date to
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What is this for?
A flexitime policy is a work arrangement where employees are given flexibility in choosing their work hours. Under this policy, employees are typically required to work a certain number of hours per week or month, but they are given the freedom to determine the specific times when they will be working.
For example, instead of the traditional 9-5 workday, an employee on a flexitime policy may choose to work from 7 am to 3 pm or from 11 am to 7 pm. In some cases, employees may also be able to accumulate extra hours worked and use them to take time off at a later date.
Flexitime policies are often seen as a way to improve work-life balance, reduce employee stress, and increase job satisfaction. However, they may not be suitable for all types of jobs or industries, particularly those that require a high degree of coordination or that have strict customer service or operational requirements.
Employment law compliance
Here are some key pieces of UK employment legislation relevant to implementing a flexitime policy:
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The Working Time Regulations 1998: This legislation sets out the maximum number of hours that an employee can work in a week, as well as requirements for rest breaks and annual leave entitlements. Employers implementing a flexitime policy must ensure that employees are not working more than the maximum number of hours allowed by law.
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The Equality Act 2010: This act prohibits discrimination on the basis of protected characteristics such as age, disability, gender, race, and religion. Employers implementing a flexitime policy must ensure that the policy is applied fairly and does not disadvantage any particular group of employees.
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The Employment Rights Act 1996: This legislation requires employers to provide employees with a written statement of their employment terms and conditions, which should include information about working hours and any flexitime arrangements.
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The Health and Safety at Work Act 1974: This act places a duty on employers to ensure the health, safety, and welfare of their employees while at work. Employers implementing a flexitime policy must ensure that the policy does not compromise employee safety or wellbeing.
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The Flexible Working Regulations 2014: This legislation gives eligible employees the right to request flexible working arrangements, including flexitime. Employers must consider these requests in a reasonable manner and provide a written response within three months.
