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The Trust recognises that it is important that staff have a healthy work life balance in order to fulfil work responsibilities and deal with matters in their private lives.
The policy is aligned with section 34 of the NHS terms and conditions of service handbook and adheres to the Equalities Act , in that all requests to work flexibly should be considered carefully and the key criterion for deciding whether to grant applications must be that there is no detriment to the business of the Trust. The Trust believes that enabling employees to work flexibly will aid its retention of existing skilled staff and broaden the pool of applicants to a post.
It will also assist the Trust in its objective of providing equality of opportunity for all existing and potential employees. Having a flexible working policy enables the staff members to balance the demands of their work and their life outside work, and the Trust will benefit by having:.
This policy applies to all members of staff and includes those who have statutory right to request flexible working and those who may request to work flexibly outside the statutory right. Employees who do not have the legal right to request flexible working can request their managers if they can work flexibly under this policy. No one will be treated less favourably on the grounds of their protected characteristics as specified under the Equalities Act i.
