The NHS definition of flexible working is: “An arrangement which supports an individual to have greater choice in when, where and how they work.” This may include changes to their working pattern, hours and role, and / or the location in which their work takes place.
Flexible Working is how we support it for everyone working in the NHS and we need to ensure it balances the needs of you, your colleagues and of patients/ service users.
- Maintaining safe, high quality, efficient services that are appropriately staffed.
- Providing the best experience for patients/ service users, their families, and carers.
- Maintaining the work-life balance of colleagues.
Case studies
FAQs
Q: Who can request flexible working?
A: All colleagues can request flexible working from day of their employment. Under the new legislation, employees can make two statutory requests for flexible working in any 12 month period.
Q: Is there anything to help me consider my options available?
A: Yes, the NHS Flexible Working toolkit for individuals is a great reference guide for you. There are great tools available to help you consider what is realistic and practical in your role but also supports you with some flexible working examples, case studies and added tools to help you prepare your conversation with your manager.
Q: When can I talk to my line managers about flexible working?
A: You can talk to your manager anytime that suits you. It could be in your 1:1 or during your PACE appraisals.
Q: How long does my flexible working request take to be decided?
A: Under the new legislation, we should respond to flexible working requests within two months. However, depending on the circumstances, this may be extended for a period of time, in agreement with yourselves and your line manager.
Q: I have a disability and require flexible working as reasonable adjustment, what do I need to do?
A: By law (Equality Act 2010), employers have a legal duty to make reasonable adjustment for disabled employees. The legal duty to make flexible reasonable adjustment is separate to the legal duty to consider a flexible working request. If a colleague makes a flexible working based on their disability, we must follow the statutory request for flexible requests and the law on reasonable adjustments when making a decision. It is recommended that you arrange a meeting with your line manager and discuss your requirements and complete the Workplace Adjustment Passport in the HR27 policy.
Q: Is working from home a form of flexible working?
A: Yes, home working is a form of flexible working. Before making a formal request, you may want to consider having a conversation with your manager about this. Please also refer to the Hybrid Working Policy (HR44) for more information.
Q: What reasons can my manager give for refusing my flexible working request?
A: Remember it is dependent on various factors. Under the new legislation, your manager must give a reason why it was rejected. Your manager should have a discussion with you about this and explore if there are any other remedy for your arrangement.
Q: How do I request for flexible working?
A: Please refer to the Flexible Working policy HR03 for more information. Before applying you might want to consider taking a look at the NHS Flexible Working toolkit for individuals first to help to formulate your application, including your proposed working pattern.
Q: Can a flexible working request be declined without giving the request due consideration?
A: No, a manager must meet with the colleague within 14 days of the request to discuss the arrangement details. If a manager cannot agree to the request, they must ensure the decision is in writing- the reason must be a justified reason for refusing the request. The manager should also explore other options available; i.e. could another service or team accommodate the request.
Resources