Flexitime policy template
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.
- 3 pages / 881 words
- Instantly download as Word / PDF / plain text
- Suitable globally (check local legislation)
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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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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.
Direction:
Compliance
Compliance
This Flexitime policy template incorporates relevant UK laws and HR standards, including those listed below:
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.
Frequently Asked Questions
Frequently Asked Questions
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Can I use this Flexitime policy template for small businesses?
Yes. The Flexitime policy template is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is this Flexitime policy template compliant with 2025 UK employment law?
Absolutely. All templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise this Flexitime policy template for my organisation?
Yes, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access to the Flexitime policy template?
Yes. Once purchased, you'll be able to download the Flexitime policy template instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need a full HR toolkit, not just the Flexitime policy template?
If you're looking for broader support, we also offer toolkits and library bundles that include the Flexitime policy template along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need a complete HR library.
