Flexible Working Policy - April 2024
In this section
- 12. Trial Periods
- 13. Business Grounds for Refusing a Request
- 14. Appeal
- 15. Informing the Employee of the Outcome
- 16. Declined Applications
- 17. Extension of Time Limits
- 18. Withdrawal of an Application
- 19. Ensuring Equality of Opportunity
- Appendix 1 - Examples of Working Arrangements
- Appendix 2 - Guidance for Employees
3. Principles
Each application for flexible working will be considered on its own merits and subject to qualifying criteria.
Employees will be provided with appropriate support and information during their application by their line manager with advice from the HR Team.
An employee may request to be accompanied by a recognised trade union representative or official, or a work colleague as a companion at the meeting or the appeal meeting.
Employees can expect to have their application considered fairly in accordance with the set procedure.
Applications will be dealt with in accordance with the time limits prescribed unless both parties agree to an extension.
Applications will only be refused where there is a clear business ground for doing so. The reasons for rejecting the application will be clearly explained.
All agreed contractual variations under this procedure will be recorded in writing.
A successful application will result in a permanent change to the employee’s terms and conditions of employment.
