Work Life Balance Policy
1. Introduction
2. Making a Request for Flexible Working
3. Confirmation of Decision
4. Flexible Working for Working Parents and Carers of Adults
5. Review of Policy
6. Advice and Guidance
1. Introduction
The University of Sheffield is fully committed to providing, wherever possible, flexible working arrangements in order to assist staff achieve a satisfactory balance between work and personal life.
Flexible working may involve a change to working pattern relating to the times staff are required to work, the number of hours they are required to work or where they are required to work, for example between home and the University. The University will make every effort to agree requests for flexible working, on either a permanent or temporary basis, where possible, taking into account the needs of the individual, their department and the wider University.
Any agreed flexible working arrangement will normally involve an initial trial period to ensure the effectiveness and suitability of the arrangement for both the individual and the University. If the flexible working arrangement is found to be unsatisfactory it may be necessary for the member of staff to revert to their previous working arrangement.
2. Making a Request for Flexible Working
Staff should discuss any proposed flexible working arrangement with their Head of Department in the first instance, who shall seek advice from the Department of Human Resources as appropriate. Where the Head of Department and the member of staff are unable to reach agreement on the change requested, the Head of Department must consult with the Department of Human Resources on how to proceed.
3. Confirmation of Decision
The Department of Human Resources must be informed if an agreed flexible working arrangement results in a reduction in working hours. Staff remain entitled to the same terms and conditions as a full-time member of staff, but these are pro-rata to the reduced number of hours worked. The Department of Human Resources will issue an amended contract of employment and advise the Salaries and Superannuation Office of the adjustments required to the member of staff's salary and superannuation contributions to reflect the changes agreed.
If the flexible working arrangement does not involve an amendment to the individual's contract of employment it may be agreed between the Head of Department and the individual member of staff without involving the Department of Human Resources. Such arrangements may include, for example, an individual continuing to work full days but organising them differently by starting and finishing earlier or later. Such local arrangements should be kept under review to ensure that they continue to benefit the individual and their department and the University's business strategy.
In the event of the local working arrangement not being of continuing benefit to all the parties concerned, discussion should take place which leads to an agreed working arrangement of benefit to all.
4. Flexible Working for Working Parents and Carers of Adults
It is expected that the majority of requests for flexible working, including those from working parents, can be accommodated under this Policy.
It should be noted, however, that under The Flexible Working (Procedural Requirements) Regulations 2002 and the Work and Families Act 2006, parents of children aged 16 or under or of disabled children aged under 18 and carers of adults have a legal right to apply for a more flexible pattern of working hours or for more flexible working arrangements. The University is required to give careful consideration to any such application and to provide specific business reasons if it is unable to accommodate the member of staff's request for flexible working. The University has developed a separate Flexible Working for Working Parents and Carers of Adults Procedure which fully complies with this legislation.
5. Review of Policy
The University's Work Life Balance Policy will be reviewed regularly to ensure compliance with the relevant legislation, including that relating to equality of opportunity.
6. Advice and Guidance
For further advice and guidance on the application of the University's Work Life Balance Policy please contact the Department of Human Resources.