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Flexible Working
Options
Here are some popular types of flexible working arrangements
which it may be possible for you to offer. You may also be able to
consider other options, but remember that any flexible working
arrangement must be consistent with business need.
Flexible working arrangements for full-time workers
can include:
Compressed working week or fortnight
Full-time employees who wish to work their contracted hours can
do so over extended days but a shorter week/fortnight. Examples
include working four long days instead of five, doing a nine day
fortnight, or shortening breaks and leaving earlier. Organisational
benefits include being able to extend the "cover" of some working
days.
Staggered hours
Staggered hours working has flexible start and finish times; it
is not intended to reduce the number of working hours from normal
full-time hours and does not accrue "extra" hours. The contracted
hours and employee benefits remain unchanged.
Flexible working arrangements for part-time workers
can include:
Part-time work and Reduced Hours
The number of hours worked less than the normal full-time
contract is determined by (i) the needs of the job, and (ii) the
needs of the employee. Part-time employees can increase the
flexibility of worked hours (for instance if cover is only needed
only at peak times). Part-time employees are entitled to the same
benefits as full-time employees, pro rata to the number of hours
they work
Job sharing
Job sharing is according to individual contract; the job sharer
has a permanent contract with pro-rata pay and benefits. The job
sharers share responsibility or have joint responsibility for a
full-time job description. They have an agreed time schedule and a
division of responsibilities by task and time between sharers,
including a hand-over period. An essential part of job share is to
ensure effective communication between both parties, and also with
the line manager.
A clear statement in the contract is needed in respect of the
resignation of one job-sharer. Usually, if the remaining sharer does
not want the job on a full-time basis, another partner is sought.
Benefits include two people bringing two sets of experiences and
skills to the job as well as flexibility, working during busy peak
times together and covering for each other's absences
"V" time (Voluntary Reduced Work time)
"V" time is the voluntary reduction in working hours on a
temporary basis, usually ranging from 5% to 50% of normal hours. An
employee's salary is reduced by the same percentage. The reduction
is for a specified period of time, usually six to twelve months.
Employee benefits are maintained, pro rated where necessary. The
employee is contracted to return to full-time work on a given date,
unless otherwise negotiated.
Flexible arrangements that can apply to either
full-time or part-time workers are:
Flexitime
This allows employees to choose, within set limits, the times
they start and finish work. Flexitime can be operated around "core
times" (e.g. 10 - 12am and 2 - 4pm) during which employees have to
be at work, or without restrictions. Flexitime may also permit the
carry over of excess or deficit hours beyond an accounting period
(e.g. monthly), with the option of taking "flexi-leave" or TOIL.
Devolved team responsibility for rotas fosters high productivity,
team relations and efficiency.
Annualised hours
Annualised hours systems rely on a contract which sets out the
number of hours an employee is expected to work per annum, rather
than the more usual system of setting the number of hours worked
over a period of a week. Hours of work can be varied from week to
week and month to month in accordance with the needs of the business
and the needs of the employee, following mutual agreement.
The number of contracted hours is calculated for the whole
working year and takes into account the length of the traditional
working week and statutory and contracted holidays. No overtime is
paid, as the distinction between the basic working week and overtime
is removed. Overtime as such can only be calculated on the
completion of the annual contracted hours. Salaries are paid in 12
equal monthly instalments
The most common form of annualised hours is Term-time working:
Term-time working is done on a permanent contract that continues
throughout the year, including school holidays. An employee can work
to either a full-time contract and take unpaid leave during school
holidays, or a part-time contract, but work extra days during
term-time which can be accrued and taken off during school holidays.
In some roles with seasonal variation in peaks and troughs, the
hours may suit the business.
Home- or Tele-working
This is a contractual arrangement whereby the main place of work
is the employee's home (full-time) or the employee works either
completely or for a percentage of time from his/her home or
somewhere other than the company base. The home/site must be deemed
suitable for the pursuance of tasks, in terms of equipment,
environment, communication, connections, etc. Whilst some jobs lend
themselves very well to home working, many do not. Productivity
measures will be the same as for office based employees
Career Break
A Career Break is an extended period of unpaid absence and can be
used for study leave, personal development, in conjunction with
Maternity/ Paternity/Adoptive Leave or for any other reason. Many
organisations state that employees must have completed one or more
year's service in order to be considered for a career break.
Contractual arrangements vary, although there is no legal
requirement to keep the job open. Employees can be required to
resign, on the guarantee that they will be strongly considered for
reemployment.
Source:
www.workingfamilies.org.uk/
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