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PS in conversation: Flexible working

12 Jan 2021

With Karen Heaton, HR Director, and Julian Skyrme, Director of Social Responsibility

flexible working

PLEASE NOTE: This event has now sold out but you may join the waiting list and you will be notified if a place becomes available.

Colleagues are invited to join a small conversation with HR Director Karen Heaton and Social Responsibility Director Julian Skyrme on one of the key outcomes of the What Works survey  - flexible working.

On Tuesday, 26 January, 2021, 2.30pm – 3.30pm, Karen and Julian will hold a session with a small group of colleagues to discuss the upcoming proposals for the University’s flexible working policy. Gemma Dale, Wellbeing and Engagement Manager, and Caroline Fellowes, HR Policy Manager, will also be present in the session.

If you have a question to ask or an idea to share then we would welcome your attendance at this session. Please note this is a small, interactive session so come prepared to get involved in the conversation!

The Flexible Working Policy was last reviewed in 2018. Since then a significant proportion of our staff have undertaken a long term period of remote working, as a result of COVID-19. Feedback from the What Works survey has indicated that there is a strong desire to retain some elements of home / remote / flexible forms of working in the future – a hybrid approach to work.

Recommendations Include:

  • Remove 26 week service requirement;
  • Allow multiple requests, within reason, within a 12 month period;
  • Create ‘hybrid working’ category, which builds on current home working practices;
  • Consistent application - anyone can make an application - myth busting; 
  • Home working is not grade specific - evaluation is based on role requirements;
  • Commitment within recruitment process - consideration to be given to current flexible working arrangements in place for all successful applicants when applying for a new internal role.
  • The use of trial periods to be encouraged prior to decision making if there is uncertainty as to whether a request is workable - requests declined without a trial will be on an exceptional basis;
  • Reduction in timescale – framework for requests to be reduced from 3 months to 1 month where feasible; 
  • A commitment from Senior Management to embrace flexible working as outlined in the new policy – to break down perception that senior management prefer all staff to attend campus to deliver their roles effectively;

Further information: