Flexible Working Policy and Procedure - West Hertfordshire ...

1. INTRODUCTION
FLEXIBLE WORKING POLICY AND PROCEDURE
The Trust is committed to introducing and supporting initiatives that make a difference to
the work-life balance of its employees. The Trust recognises that in order to recruit and
retain high quality staff, it needs to take a flexible approach, by applying modern
employment practices, that recognise that employees need to strike a balance between
their home and work life.
The Trust has a responsibility to deliver healthcare 24 hours a day, 365 days a year.
Wards and departments need to be staffed to acceptable levels at all times and
employees need to be flexible to respond to service needs. There is however scope for
employees to be able to work flexibly to take into account their personal circumstances
and commitments throughout their employment.
2. SCOPE OF POLICY
This policy and procedure applies to all Trust employees.
3. EQUALITY & DIVERSITY STATEMENT
It is the policy of the West Hertfordshire Hospitals NHS Trust to provide a Flexible
Working Policy & Procedure that ensures appropriate and equitable responses to
requests for flexible working in an efficient and fair manner. This document takes into
account current employment legislation and must be implemented in conjunction with the
Trust’s Equalities Framework, The Trust’s Equal Opportunities Policy and Procedure and
equality and diversity legislation:
• Sex Discrimination Act 1975 (as amended)
• Race Relations Act 1976 & Amendment 2000
• Disability Discrimination Act 1995
• Rehabilitation of Offenders Act 1974
• Religion or Belief Regulations 2003
• Sexual Orientation Regulations 2003
• Age Discrimination Regulations (2006)
• Employment Rights Act 1996
• Equal Pay Act 1970 (as amended)
• Human Rights Act 1998
• Part-time Workers Directive 1999
• Employment Act 2002
• EU Directives and Legislation
Managers have a particular responsibility to ensure their management practices do not
discriminate in the provision of their service or in the employment of staff. The Trust
monitors and publishes information on the profile of its workforce based on age, disability,
ethnicity, gender and marital status and appropriate actions will be taken by the Equality
& Diversity Group to identify and address any problems.
4. MANAGER RESPONSIBILITIES
• To ensure that employees are aware of the Flexible Working Policy
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