Flexible Working policy (PS 149)
Aims and objectives of the policy
Nottinghamshire Police and the Office of the Police and Crime Commissioner (OPCC) recognises that flexible working arrangements can be of benefit to the individual and the organisation, improving work-life balance, supporting their wellbeing, improving performance and productivity whilst allowing Nottinghamshire Police and the OPCC to retain skilled people. This also supports Nottinghamshire Police’s priority to develop a workforce fit for the future.
The aim of the policy is to allow individuals the opportunity to request a flexible working arrangement that provides a good work-life balance and does not have a detrimental impact on the operational performance of Nottinghamshire Police or the OPCC.
The policy applies to police officers, police staff and OPCC staff who:
- Have not made two applications to work flexibly during the previous 12 months, unless exceptional circumstances apply
If you have submitted a flexible working request, you must wait until that one has been considered and any appeal has been dealt with, before submitting another.
It is the intention of Nottinghamshire Police and the OPCC to ensure an open and honest dialogue with individuals however the spirit of the policy would not lend itself to multiple requests for individuals to adjust patterns during the year.
Policy statement - Key principles
- All requests for flexible working will be considered in a fair, timely and consistent manner
- Two applications for a flexible pattern of work can be made during any twelve month period, unless exceptional circumstances apply
- All requests will be considered taking into consideration operational requirements and the needs of the individual
- A decision period of two months in respect of a statutory flexible working request
- A meeting will be held with an individual who submits a flexible working application
- An individual whose request for flexible working is not approved will be provided with the business rationale for refusal, and the opportunity to appeal that decision
- All requests will be assessed on their own merits and consider reasonable adjustments where applicable
- Pay, annual leave and bank holidays will be paid pro rata for hours worked
- For police staff/OPCC staff a change in working arrangements will result in a permanent contractual change, unless a trial/temporary period has been agreed
- Where a police officer or police staff or staff or the OPCC reduces their hours whilst on probation, the period of probation may be extended to compensate
- Police officers can return to work full time at any time. Nottinghamshire Police will action the change within 2 months of the request to return to full time hours if there is a suitable vacancy. The officer will be appointed to a full time post within 4 months of the written notice being received
- Police officers working a reduced hour’s pattern will have an annual review of their hours of duty, as part of the annual Career Conversation process
- If circumstances permit, a trial period for a flexible working pattern may be arranged. This can be for a 4-week period, up to a maximum of 3 months
- If a redundancy situation arises whilst on a trial period, the terms and conditions of the substantive post takes precedence
Flexible options
- Part-time working
- Job Share
- Reduction in hours
- Term time working
- Variable shift arrangement
- Compressed hours
- Annual hours
- Agile working
Representation
All individuals are welcome to be accompanied to meetings regarding their flexible work request by a representative of a trade union/staff association or a work colleague, although there is no legal entitlement to representation.
Meeting
The line manager will arrange a meeting to consult with the individual’s flexible working request. The meeting will be held within 7 calendar days of receiving the request. However, if this is not possible the line manager must mutually agree an extension with the individual. If on receipt of the flexible working application, line managers are clear it is agreed in full with no negotiation required then a meeting is not required.
Appeals
There is no legal right to appeal a statutory flexible working request decision. However, Nottinghamshire Police and the OPCC provide individuals with the option to appeal as part of a reasonable process.
If an individual believes that there were insufficient grounds for rejecting an application for a flexible work pattern, they are encouraged to resolve this through dialogue. If after every attempt by the line manager and the individual that this remains unresolved then they may appeal in writing to the Superintendent/Head of Department/OPCC Chief Executive within 7 calendar days of receiving the decision in writing. The written appeal should outline the grounds for appeal and include copies of all the documentation used in determining the application outcome.
The Superintendent/Head of Department/OPCC Chief Executive or equivalent will notify the applicant in writing of the outcome of their appeal within a reasonable timeframe. It is anticipated that this will be done within 7 calendar days of receipt of the notification. If there is going to be a delay in meeting the timeframes, the Superintendent/Head of Department must mutually agree an extension with the individual.
Statement of legislative compliance
This document has been drafted to comply with the general and specific duties in the Equality Act 2010; GDPR 2018; Freedom of Information Act; European Convention of Human Rights; Employment Act 2002; Employment Relations (Flexible Working) Act 2023, Employment Relations Act 1999, and other legislation relevant to policing.
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PS 149:
Flexible Working
Type of Document:
Policy
Version:
2.0
Registered Owner:
Claire Salter - Head of People Services and Organisational Development
Author/Reviewer:
Sue Sullivan
Effective Date:
April 2024
Review Date:
April 2029
Replaces Document (if applicable):
N/A
Linked Documents:
PD 613 Flexible Working Procedure