Flexible Working April 2024
In this section
- 12. Informing the Employee of the Outcome
- 13. Trial Periods
- 14. Business Grounds for Refusing a Request
- 15. Appeal
- 16. Informing the Employee of the Outcome
- 17. Declined Applications
- 18. Extension of Time Limits
- 19. Withdrawal of an Application
- 20. Ensuring Equality of Opportunity
- Appendix 1
- Appendix 2
8. The Procedure
An employee must in the first instance submit their formal application using FW (A). The level of detail required will depend on the desired changes to the existing working pattern. However, employees should note that it could take up to two months to complete the process from submission of the application to final implementation. (Guidance for employees is contained at Appendix 2).
An agreed application will mean a permanent change to the employee’s own terms and conditions of employment. There will be no right to revert to the previous working pattern i.e. to increase their hours of work. It will be important therefore that before making an application the employee considers which working pattern will be best for them and any financial implications, including the effect on their pension.
It is also the line manager’s responsibility to carefully consider an application for flexible working and examine how the desired working pattern can be accommodated within a particular service area or function. Where the request cannot be supported the line manager should explore alternative options with the employee which may be mutually agreeable.
At all stages of this procedure both employees and line managers can seek advice from the HR Team within People Management. Employees may also seek advice from a recognised trade union representative.