| Title |
Flexible Working Policy |
| Lead officer(s) |
Aynsley Gourlay |
| Telephone number |
|
| Email address |
aynsley.gourly@east-ayrshire.gov.uk |
| Date summary created |
12 Apr 2024 |
| Date assessment completed |
13 Mar 2024 |
| Summary of policy aims |
The policy aims to provide opportunities for employees to enjoy a better work-life balance, contributing to increased motivation, performance and productivity by providing a clear process for flexible working requests. Guidelines are also provided for managers who will be dealing with requests. |
| Key issues |
The policy provides a work-life balance for all employees and allows employees flexibility has their life circumstances change. This is to ensure that the Council has the best interest of employees, can offer support and ensure that employees continue to be motivated to ensure best performance and productivity by offering a clear process for flexible working. |
| Summary of involvement with Groups |
During the development of the policy there were a number of employee engagements including a series of workforce surveys around working from home and preferred workstyles as well as a number of Think Tank Sessions which helped shape key elements of the policy particularly around workstyles and flexible working hours. Benchmarking was undertaken with other Local Authorities and the Council also participated in a benchmarking exercise conducted by North Lanarkshire Council on flexible working. The policy was also shared with HR Business Partners and People and Culture Managers (HR) for feedback. The appropriate Trade Unions were also consulted on the policy. The feedback was positive. In terms of this assessment support was sought from members of the People and Culture Equality Forum. |
| Key recommendations |
The Policy will be subject to a review every two years by the Lead Officer in line with standard HR practice. However, if there are any significant changes due to legislation and/or the identification of workplace need then the review will be brought forward if required. At the time of the review, it will be determined whether there are only minor changes required and so a desktop review will be sufficient or, if it will be more complex, a working group will be established. Any feedback received during the period between reviews and any developments in relation to legislation and/or best practice will be considered as part of these reviews. |