Managers’ Guidance
If some form of flexible working is being considered then here are some of the things you will need to think about:
The Job
- Is the job itself suited to flexible working?
- If not, could it be changed in some way to make it suited?
- What are the implications for service delivery?
- What are the implications for other employees?
- Would some form of training for the employees be needed?
Communication
- How will communication be organised?
- How often will the employee come into the office (eg for team meetings, one-to-ones, office based duties)?
Health and Safety
- What are the health, safety and wellbeing implications?
- How can you ensure that health and safety requirements are met?
- How will Display Screen Equipment tests be carried out?
- Are there any implications due to lone working?
The Employee
- Is the employee able to work with limited supervision?
- Are they able to work on their own initiative?
- Are they self-motivated to meet deadlines and manage their workload?
- Is the employee able to cope with the potential isolation associated with some forms of flexible working?
Costs
- What resources will be needed?
- What other costs are associated with the proposed flexible working option?
- What savings could be expected?
- Are resources available from other sources (e.g. Access to Work for disabled employees)?
- Will the costs outweigh the expected benefit?
- Does the employee need access to any personal data or otherwise confidential information?
- How will the security of information be assured?
- Are Lone Working Policy arrangements applicable?
Trial Periods
- Would a trial period help you and the employee to decide whether the arrangement is going to work for you?
To return to the main Flexible Working page please click here.
Add a ‘Like’ and/or ‘Rating’ below to indicate how useful you found this page
(Visited 169 times, 1 visits today)