Mersey Care is committed to looking after our colleagues to ensure our staff feel valued and supported, as echoed in our 2028 vision.
We work towards creating a friendly flexible working culture where colleagues have open conversations about flexible working and are given the opportunities to balance their family life and work commitments. Flexible working will help us attract and retain our colleagues, to diversify, increase motivation and morale, thus a happier workforce to deliver excellent patient care.
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Event |
Date / Time |
Joining details |
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WORK-LIFE BALANCE MATTERS (Suitable for all colleagues) -Trish Bennett opening
-What is Flexible Working?
-Support from our Health and Wellbeing team
-Launch of Flexible Working page and ‘Flexperts’
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Tuesday, 8 October, 11am to 12pm
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Meeting ID: 336 337 111 535 Passcode: TTwrtJ |
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Supporting our colleagues: Considering Flexible Working (Suitable for all our colleagues) |
Wednesday 9 October, 10am to 11am
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Meeting ID: 369 481 294 746 Passcode: 7m3o75 |
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Supporting our managers: Making decisions for flexible working (Suitable for all our managers) |
Wednesday, 9 October, 12pm to 1pm |
Meeting ID: 392 936 491 205 Passcode: U4jGgv |
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Wellbeing for Working Carers (Suitable for our colleagues who have caring responsibilities)
Choose between virtual or face to face session |
Thursday, 10 October (virtual), 10am to 11am |
Meeting ID: 312 590 490 86 Passcode: ULZi3m |
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Thursday, 10 October (V7), 1pm to 3pm |
V7, Boardroom, Ground Floor Please book your place in the prospectus in section 9 |
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Working from home, work for you (Suitable for our colleagues who currently have home working arrangements) |
Friday, 11 October, 10am to 11am |
Meeting ID: 317 135 137 701 Passcode: X2VgsG
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Quick references
Flexible working is one of the elements in our NHS People Promise and it can make a big difference in improving our experience in the workplace.
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.
Keeping up to date with the new UK legislations from April 2024
- From 6 April 2024, colleagues will be able to request flexibility from day one in a new job. (In addition, in NHS Terms and Conditions of Service handbook, regardless of the reason for the request)
- Employers will have to respond to requests within two months (down from three months)
- Employees can make two statutory requests for flexible working in any 12-month period (this was one previously). However in the NHS Terms and Conditions of Service handbook, it states that: Colleagues will be able to make flexible working requests without a limit on the number of requests in any 12-month period) , therefore our policy will replicate this.
- Colleagues will no longer have to explain to their employer how flexible working requests might work - this is now upon the employer to figure this out
- If a flexible working is rejected, the employer must explain the reasons behind their decision (previously could deny without explanation)
Source: https://www.cipd.org/uk/views-and-insights/thought-leadership/cipd-voice/new-employment-legislation/
Our Flexible Working Policy (HR03) now reflects the legislation changes set above.
There are different types of formal and informal flexible working arrangements. For more details, please refer to NHS Flexible Working Framework for more examples.
Click on the image below to open a full sized version.
Illustration taken from: NHSE Flexible working visual - March 24.pdf (nhsemployers.org)
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.
Share your views
We want to reach as many of our Mersey Care colleagues as possible to talk about flexible working. Look out for events shared across staff newsletters, or email our People Promise Manager Eva