Flexible Working

The NHS and primary care define ‘flexible working’ as

“An arrangement which supports an individual to have greater choice in when, where and how they work”.

This may include changes to their working pattern, hours and role, and/or the location in which their work takes place. Having a flexible working arrangement can help individuals to have better notification of, and predictability in, their work schedules and so may facilitate greater variation in their work.

Good flexible working arrangements should balance the needs of the individual with:

  • Patient/service user and staff experience.
  • Service delivery.
  • Work-life balance of colleagues.

If you are covered by the NHS Terms and Conditions of Service Handbook, changes have been made which form part of your employment contract and mean that:

  • All employees have the right to request flexible working from day one of employment.
  • There is no limit on the number of requests you can make.
  • You have the right to make requests and have them considered, regardless of the reason.
  • Your employer should keep a central overview of how the organisation is handling requests so they can check everyone is being treated fairly.
  • If you and your line manager can’t find a solution straight away, there is a further stage to check for other suitable options that could be considered, perhaps in another team or setting.
  • This is so that you and your line manager can get support to explore all the options.
  • Your line manager should have regular conversations with you, including in one-to-one conversations and within your team, about working flexibly without waiting for you to make a formal request.
  • Your regular health and wellbeing conversations provide a useful opportunity to discuss flexible working, as well as your appraisal and one-to-one discussions with your line manager. Of course, you can raise a flexible working request formally or informally at any time. 

Please use the NHS toolkit to work through the process of how flexible working can work for you. 

https://www.england.nhs.uk/wp-content/uploads/2022/06/flexible-working-toolkit-for-individuals.pdf

Benefits and reasons for implementing flexible working: 

Flexible working arrangements at LUHFT can provide numerous benefits for both staff and the organisation as a whole. Here are some reasons and examples for implementing flexible working practices:

  1. Work-life Balance: Flexible working allows staff to better balance their work commitments with personal and family responsibilities, leading to improved well-being, reduced stress, and increased job satisfaction. For example, offering options such as part-time hours, job sharing, or compressed workweeks can accommodate staff with care giving responsibilities or other commitments outside of work.

  2. Retention and Recruitment: Flexible working arrangements can be a valuable tool for attracting and retaining talented staff. By offering flexibility, LUHFT can appeal to a wider pool of candidates, including those who may have previously been unable to work traditional schedules due to personal circumstances. For example, allowing staff to work remotely or offering flexible start and finish times can make positions more attractive to individuals with diverse needs and preferences.

  3. Increased Productivity: Research has shown that flexible working can lead to increased productivity and job performance. When staff have the autonomy to choose when and where they work, they may be better able to focus, manage their time effectively, and optimise their work habits. For example, allowing staff to telecommute on certain days may reduce distractions and interruptions, enabling them to accomplish more in less time.

  4. Employee Well-being: Flexible working arrangements can support staff well-being by reducing the stress associated with commuting, accommodating individual preferences for work environments, and promoting a healthier work-life balance. For example, offering options for flexible start and finish times can allow staff to avoid rush hour traffic and minimise time spent commuting, leading to less stress and fatigue.

  5. Adaptability and Resilience: Flexible working practices can enhance our ability to adapt to changing circumstances and respond to unexpected events, such as public health emergencies or staffing shortages. For example, having systems in place to facilitate remote work can enable staff to continue performing their roles effectively during times when physical presence in the workplace may be limited or impractical.

  6. Equality and Inclusion: Flexible working arrangements can promote equality and inclusion by accommodating the diverse needs and preferences of staff from different backgrounds and life situations. For example, offering options such as flexible schedules, remote work, and alternative work arrangements can help address barriers to employment faced by individuals with disabilities, caregivers, or those living in remote areas.

Disability Confidence: 

  1. Reasonable Adjustments: Flexible working can facilitate the implementation of reasonable adjustments to accommodate the needs of staff with disabilities. For example, allowing staff to work from home or adjust their work hours can help address accessibility barriers in the workplace and promote equal participation and opportunities for all employees.

  2. Health and Well-being: Flexible working arrangements can support the health and well-being of staff with disabilities by reducing the physical and mental strain associated with commuting or navigating inaccessible work environments. For example, offering options for remote work or flexible scheduling can mitigate the impact of mobility limitations or chronic health conditions.

  3. Assistive Technology: Flexible working practices can enable staff with disabilities to effectively utilise assistive technology and adaptive equipment in their work. For example, allowing staff to work remotely may provide a more comfortable and accessible environment for using specialised software or assistive devices that may not be available in the workplace.

  4. Accommodating Fluctuating Conditions: Some disabilities may involve fluctuating symptoms or unpredictable health needs. Flexible working arrangements can accommodate these variations by allowing staff to adjust their work schedules or locations based on their individual needs. For example, staff with chronic pain conditions may benefit from the flexibility to take breaks or modify their work hours as needed.

  5. Inclusive Recruitment and Retention: Offering flexible working options can help attract and retain talented individuals with disabilities, who may face additional challenges in traditional work environments. By providing flexibility we can create a more inclusive and supportive workplace culture that values diversity and fosters equal opportunities for all employees.

  6. Promoting Accessibility and Inclusion: Flexible working practices can promote accessibility and inclusion by removing physical and logistical barriers to employment for staff with disabilities. For example, offering remote work options can allow individuals with mobility limitations or transportation barriers to participate fully in the workforce without facing obstacles related to commuting or inaccessible facilities.

  7. Employee Engagement and Satisfaction: Providing flexible working arrangements demonstrates a commitment to supporting the needs and preferences of staff with disabilities, leading to higher levels of employee engagement, satisfaction, and loyalty. By fostering a culture of inclusion and accommodation, the NHS can create a positive and supportive work environment where all staff feel valued and respected.

Overall, implementing flexible working practices at LUHFT can lead to improved staff well-being, increased productivity, enhanced recruitment and retention, and greater organisational resilience and adaptability. By embracing flexibility, we can create a more inclusive, supportive, and dynamic work environment for our staff, ultimately leading to better outcomes for both staff and patients.

We are currently working on our flexible working process, policy and management support. If you have any questions please contact grace.gillem@liverpoolft.nhs.uk