We are pleased to be able to offer hybrid working for the majority of our roles, which allows you to split your time between attending the workplace/office and working remotely. Hybrid working is an important element of both our:
- strategy for adapting to, and thriving in, the new working environment following the coronavirus pandemic; and
- commitment to supporting a positive work-life rhythm for our employees.
Who is covered by hybrid working
Hybrid working is available to all employees except those who have had it explained to them how their role is required to be available at a fixed location.
Split between attending work and working remotely
Expected level of attendance at the workplace/office
We expect most employees to spend a minimum of 40% of their working time at the office or another workplace. You should agree with your line manager the days on which you are expected to attend the workplace/office and the days on which you are expected to work remotely.
The number of days per week each employee spends attending the workplace/office compared with working remotely will vary, depending on:
- their individual circumstances;
- the nature of their role;
- what is happening within their role and team at any particular time; and
- the needs of our work
Taking individual circumstances into account
Our organisation recognises the benefits of being flexible and that this schedule could be difficult for some employees to follow. For example, you could:
- live a significant distance from the workplace/office and it would be more efficient for you to spend more time working remotely; or
- have challenges with your working environment at home that mean that remote working is difficult for you and youwould like to attend the workplace/office more often than this.
Please speak to your line manager/HR if you think that you would benefit from departing from the expectation that you spend a minimum of 40% of your working time at the workplace/office. Your line managers agreement is required to depart from this norm. Depending on the nature of the additional flexibility that you are seeking, we may ask you to make a formal flexible working request.
Our workforce's need to be flexible
Given the degree of flexibility that our hybrid working arrangements provide, we expect our workforce to be flexible.
You may be required to attend work on particular days at the request of your line manager, for example for in-person events and for meetings that have been determined are best conducted in person.
Similarly, there may be circumstances in which we ask you to work remotely, or to work from such other place as we may reasonably require, when you would otherwise expect to attend the workplace/office, for instance:
- for operational needs, for example if we have too many employees attending the office on specific days; or
- for example in the event of a lockdown/government guidance that employees should work from home if they can.
In such cases, you will be given as much notice as possible.
Arrangements while attending the workplace/office
Working hours
For days on which you are attending the workplace/office, your normal hours of work are set out in your contract of employment.
Arrangements while working remotely
Working hours
While working remotely, you must be available and working during your normal hours of work, as set out in your contract of employment.
We ask you to be mindful that you are not overworking - "downtime" from work is essential. To help maintain your wellbeing, please make sure that you take adequate rest breaks:
- Take your lunch each day.
- Even if you are busy, it is essential that you find the time to take a break of at least 20 minutes during each working day that lasts more than six hours.
Please be as clear as possible with your line manager about your hours of work for days on which you are working remotely. Making use of tools such as shared calendars and out-of-office messaging can help colleagues to be aware of your availability on these days.
Sickness
When working remotely, you should not work if you are unwell. If you are sick and unable to work, our sickness absence policy applies.
You should notify your line manager by telephone as soon as reasonably practicable, preferably before you are due to start work and, in any event, no later than one hour after you are due to begin work.
Technology and equipment
You must take care of any equipment we provide you with and notify your line manager of any faults with your laptop. If you need any equipment, you should notify your line manager.
Health and safety
You should liaise with your line manager to ensure that your remote working set-up is appropriate and that you are working in a safe manner. However, you must also take responsibility for your own health and safety and that of anyone else who is affected by your work (for example others in your household when you are working from home).
If you are not able to work remotely in a safe manner, you should work from the office.
Data protection
Employees who are working remotely are responsible for keeping information associated with our organisation secure at all times. Specifically, remote workers are under a duty to:
- practise good computer security, including using a unique password for your work laptop [and any other devices you use for work];
- keep all hard copies of work-related documentation secure, including keeping documents locked away at all times except when in use; and
- ensure that work-related information is safeguarded when working in public spaces, for example by:
- positioning your laptop so that others cannot see the screen;
- not leaving your laptop unattended; and
- not having confidential/business-sensitive conversations in public spaces.
In addition, the laptop provided by us must be used for work-related purposes only and must not be used by any other member of your household or third party at any time or for any purpose.