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New Hybrid Working Framework

11 Aug 2022

We are committing to hybrid working in Professional Services from September 2022

Hybrid working

Dear colleague,

As we approach the end of our hybrid working pilot in August we wanted to let you know that we are fully committed to continuing to work in a hybrid way in Professional Services (PS) from September 2022 onwards.  

We have listened carefully to feedback from PS and academic colleagues and our students over the past 12 months and have learnt a lot during the pilot. Drawing on this feedback and taking into consideration emerging best practice, we have made a small number of changes to our hybrid working principles and the hybrid working categories which will come into effect from 1 September 2022.  

Hybrid Working Framework

We’ve updated the Hybrid Working Principles used during our pilot into a new Hybrid Working Framework which outlines our approach to hybrid working in the PS beyond the pilot. Please read this so you are able to discuss hybrid working arrangements with your manager.

The four hybrid working categories used during the pilot have been simplified and replaced with three hybrid working categories:

1) Campus based - These roles need to be carried out on campus. Remote working will only take place exceptionally if business needs allow, and with the agreement of the manager.

2) Predominately campus based hybrid – These roles are eligible for hybrid working with approximately 60-80% of the work being carried out on campus and the rest remotely, as agreed with the manager.

3) Hybrid - These roles are suitable for a mixture of on campus and remote work. For many roles this will typically involve working at least two days a week on campus and the remainder remotely. The days working on campus may vary week by week as required by the manager. Some roles in this category will be suitable for a greater proportion of remote working, as agreed with the manager.  

In all cases managers are encouraged to discuss options with colleagues to ensure arrangements are put in place which balance the needs of the University, the team and the individual colleague. 

100% remote working, or arrangements with very occasional on-campus working, are not within the remit of hybrid working and applications for this kind of working arrangement should be made through the University’s Flexible Working Policy

Working Together Charters

Hybrid Working Team Charters will be replaced with a Working Together Charter document. If you have already created a Hybrid Working Charter during the pilot, this will form the basis for discussions within your team to help create a Working Together Charter. The new Working Together Charter will include a variety of themes to consider such as wellbeing, high performance, communication, collaboration, inclusion and technology. 

Please see the Working Together Charter presentation pack to facilitate discussions.

The past two years have been incredibly challenging for many colleagues; the process of creating a Working Together Charter offers a great opportunity to come together as a team and discuss how well hybrid working is working for you, particularly from a wellbeing and inclusion perspective.

Manager Sessions 

We are holding a series of hybrid working open meetings for PS managers in August and September. These are an opportunity for PS managers to ask any questions on the new framework and categories, or share some of your experiences of hybrid working over the past year. Please book an online session below:

  1. Wednesday, 17 August 1.30 - 2.30pm 
  2. Wednesday, 14 September 2pm - 3pm
  3. Thursday, 15 September 2pm - 3pm 

If you have any questions about hybrid working categories or charters, please see our FAQs or talk to your Senior Flexible Working Champion or your People and OD Partner.  

You can also send any feedback or reflections on hybrid working to

Best wishes

Adèle MacKinlay, Director of People and Organisational Development 

Dr Julian Skyrme, Director of Social Responsibility

Further information