There are different types of flexible working and the flexible working options sets out some of the most common with the possible benefits and disadvantages for managers and employees.
In general the benefits can be summarised as follows:
Employees benefit from:
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the ability to fit other commitments and activities around work and make better use of their time.
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better work/life balance can lead to improvements in health and wellbeing.
Employers benefit from:
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better work life balance has a positive impact on staff retention, productivity, employee relations, motivation and commitment with reduced sickness absence, overtime and work place stress.
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greater employee satisfaction and morale with higher staff retention with lower recruitment and training costs and retained organisational knowledge.
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improved customer service cover and satisfaction from extended operating hours and continuity.
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more efficient use of office space.
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enhanced reputation as an employer, being an employer of choice not only enhances diversity but also broadens the recruitment pool.
The environment benefits from:
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less commuting by employees working from home.
Who can make a request to work flexibly?
All employees can request to work flexibly. Those with at least twenty six weeks continuous service have a statutory right to apply to work flexibly.
For more information on the statutory right to request to work flexibility, please see flexible working guide.
In addition, employees with a condition covered by the Equality Act 2010 may also request to work flexibly. In these cases the request may need to be considered as a reasonable adjustment to overcome the effects of a disability and may, therefore, be more appropriately considered under the Capability Health procedure. For further advice see the contact your HR Partner.
The School encourages managers to consider all requests in the same way although recognises that there may be occasions where priority has to be given to employees with the legal right to request flexible working.
Procedure for requesting flexible working
Employees should make a formal application by completing the Request to Work Flexibly Form. An informal oral approach will not constitute a formal application; in such cases the manager should explain to the employee that, if he/she wishes to have the application formally considered, this should be submitted in writing by completing the Request to Work Flexibly form.
The application should be made to the line manager well in advance of the date that he/she wishes the flexible working arrangements, if agreed, to take effect as the process can take 14 weeks to complete and possibly longer if there are any problems.
The case should include several areas, including details of the proposed working pattern, the implications of carrying this out and proposals as to how the proposed pattern can be accommodated. If it is not felt that these areas are sufficiently covered in order to be able to consider the request, the form should be returned to the employee with a request for further information. Employees can improve their chances of successful application if they clearly indicate that they have considered the possible impact and put forward ways to address this.
If the manager approves the request the change becomes a permanent change to contract and there is no automatic right to return to previous working pattern.
Once the completed form has been received, the manager should acknowledge in writing the date on which the form was received and arrange a meeting with the employee to discuss the request within twenty eight days to consider the request. Following that meeting, the manager will have a further fourteen days in which to notify the employee of their decision.