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People and Culture

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  • Home
  • About People and Culture
    • Our Structure
    • People and Culture Strategy
    • Key Contacts
    • Staff Welcome Event
  • Employees
    • HR Hub
    • Pay, Reward and Benefits
    • Learning and Development
    • Development and Career Progression
    • International Staff Support
    • Wellbeing at Queen's
    • Managing Stress at Work
    • Annual, Family and Other Leave
    • Sickness Absence
    • Employee Experience and Engagement
    • Green Impact
  • Managers
    • Recruitment and Selection
    • Induction Toolkit
    • Employee Assistance Programme Manager Support
    • Occupational Health Service
    • Performance Management Toolkit
    • Workplace Conduct
    • Job Evaluation
    • Redeployment
    • Leave Toolkit
    • Leaving Employment
    • Sickness Absence
  • Work at Queen's
    • Recruitment and Selection
    • International Staff Support
    • Women at QUB
    • Fellowships at Queen's
    • Pay, Rewards and Benefits
    • Learning and Development
  • HR HUB
    • Smart Cards
  • Diversity and Inclusion
    • Equality Legislation
    • Policies, Procedures and Guidance
    • Fair Employment Return Monitoring Data
  • Annual, Family and Other Leave
    • Annual Leave
    • Work Life Balance Policies
    • Other Leave
    • Job Share Register
    • Agile Working Toolkit
  • Legal Services and Employee Relations
  • Learning and Development
    • Researcher Development
    • Learning for All
    • Learning Resources LinkedIn Learning
    • Leadership and Management Development
    • Other Sources of Learning and Development
    • Essential Learning
    • Administrative Skills
    • Career Development Hub
    • Coaching and Mentoring
    • Remote Working
    • Induction
  • News
  • A-Z
  • Pay, Reward and Benefits
    • Reward and Recognition
    • Pay and Conditions
    • Financial Support
    • Parents and Caring
    • Discounts
    • Commuting
    • Pay & Reward Benefits
    • Financial & Other Benefits
  • Fellowships at Queen's
    • Illuminate: Vice-Chancellor's Fellowship Scheme
    • Fellowship Academy
    • Externally Funded Fellowships
  • People and Culture COVID Guidance
    • COVID-19: People and Culture FAQs
    • Staff and Student Campus Community Pledge
    • Connect Task Portal Guidance for Managers and Staff
    • External Volunteering and Secondment Opportunities
  • Home
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  • Flexible Working

Flexible Working

Requests to work flexibly may include a change to hours worked or a change to the working pattern. Part time and job share working are examples of flexible working opportunities provided by the University (see point 2 of the Flexible Working Policy for examples).

  • KEY INFORMATION

    Under provisions set out in the Employment Rights (Northern Ireland) Order 1996 and regulations made under it, all eligible employees have a statutory right to ask their employer for a change to their contractual terms and conditions of employment to work flexibly.

    Alongside this Policy which relates to formal flexible working arrangements and results in a permanent change to the member of staff’s terms and conditions, unless otherwise agreed, the University has developed guidance for informal flexible working arrangements. This guidance sets out the process for Agile Working arrangements which are agreed locally, with no change to terms and conditions.

    The statutory right is a ‘right to request’ and not a right to be granted flexible working. Before 5 April 2015 the right only applied to the parents of children under 17 or 18 in the case of parents of disabled children or to those caring for an adult. Now any eligible employee can apply to work flexibly for any reason.

    Accepted applications to work flexibly under the statutory provision will result in a permanent change to the member of staff’s terms and conditions, unless otherwise agreed. That means that once the University accepts a request, an employee has no contractual right to revert to his/ her/ their previous working All other accepted applications made under this procedure will be regularly reviewed in line with the business requirements of the University.

    Terms and conditions of employment will be applied on a pro-rata basis including: salary/wage; annual leave/bank holidays; occupational sick pay; maternity leave; paternity leave.

    Applications can only be refused if there is a clear business reason. For a list of these see Appendix ii of the Flexible Working Policy.

    The member of staff has a right to appeal against the decision, see policy for full details.

Useful Links
  • Flexible Working Policy inc. application form
  • Flexible Working FAQs
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In This Section
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