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Let's focus on flex

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 defines flexible working as ‘an arrangement which supports an individual to have greater choice in when, where and how we work’. 

Flexible working is important, contributing to people’s mental health, wellbeing and engagement in their role. Flexible working should become ‘simply how we work’ in the NHS.

What is Mersey Care doing about flexible working?

At Mersey Care, we want to take steps towards making the NHS People Plan commitments a reality. Our aim is to ensure that we have a common understanding about flexible working, and the need to achieve a fair and equitable practice.

We know from our NHS Staff Survey results (2022) that many people feel unsatisfied with our flexible working options and others feel that there is a lack of balance between their work and life commitments.

We have listened to your feedback and launched Work Life Flex in October 2024 - an ongoing workstream that focuses on flexible working initiatives at our Trust.

Since October 2023, we have started working with some initiatives on how we can raise awareness of flexible working. It was great to meet colleagues during the road show and start conversations about flexible working - thank you for all your comments and feedback.

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Last year, we held pop-ups throughout the Trust to discuss all things Work, Life, Flex!

Visit YourSpace to see more pictures and what we got up to.

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)
  • Colleagues will be able to make two flexible working requests in any 12 month period (previously one)
  • 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.

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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.

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.Wan@merseycare.nhs.uk with your suggestions on Work, Life, Flex.

What is flexible working?

Flexible Working is about supporting everyone working in the NHS while balancing the needs of you, your colleagues, our patients and service users. 

We must consider how to:

  • Maintain safe, high quality, efficient services that are appropriately staffed
  • Provide the best experience for patients and service users, their families, and carers
  • Maintain the work life balance of colleagues for better health and quality of life.
Flexible working policy (HR03)