Flexible Working - Guiding Principles

The University values flexibility within its workforce and recognises the importance of helping its employees to balance their work and personal life.


All employees, with 26 weeks continuous service with the University and providing they have not made another application during the past 12 months.

Key Principles:

1. Arrangements may be requests which are informal or formal, temporary or permanent. It is the responsibility of the employee to fully understand the nature and impact of their request.

2. The University recognises the positive impact of flexible working arrangements to:

  • improve business efficiency and productivity;
  • improve the balance between life and work;
  • create a positive and inclusive environment;
  • create a happy and healthy workforce.

3. The University’s provision for flexible working arrangements aims to facilitate, for instance, but not limited to, childcare and caring responsibilities, flexible retirement and voluntary activities.

4. In order to maintain the continuity of its business, the University will be unable to provide flexible working as an automatic right for employees.

5. The University will consider all requests for flexible working on their own merits, and assessing each request based on the needs of both the business and the employee.

6. The University’s agreement to one employee’s request (either within the same department or another area of the University), will not set a precedent or create a right for another employee to be granted the same or a similar change to their working pattern.

7. It shall be the responsibility of both the manager and the employee to consider, assess and evaluate the potential business implications of implementing flexible working arrangements, for instance, but not limited to, the potential impact on costs, supervision, staff, services and the University’s ability to meet its objectives.

8. It shall be the responsibility of both the manager and the employee to proactively manage flexible working relationships, regularly reviewing existing flexible working arrangements (at least annually) to ensure that these continue to be effective in meeting the needs of both the University and the employee.

How the University supports this:

  • The University will ensure that decisions, in relation to requests for flexible working, are made in accordance with the Equality Act 2010.
  • The University will communicate the available flexible working options and provide guidance on the potential associated impacts to both the University, and its business, and the individual.
  • The University will provide support and guidance for both managers and employees on how best to implement and manage flexible working arrangements and relationships, including use of trial periods and reviews.
  • The University will provide managers with guidance on how to consider requests for flexible working arrangements fairly and consistently.
  • The University will recognise and embrace the importance and value of work-life balance.

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Last Updated: 12/13