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Human Resources

FAQs for Managers

Please see below examples of Frequently Asked Questions. The FAQs will be updated on a continuous basis.

Hybrid working focuses primarily on where you work, whereas flexible working focuses more on when you work and may include a change to the contract of employment. For example, flexible working can mean working part-time, or working compressed hours (e.g. a 9 day fortnight). Hybrid working focuses on the location you undertake your work e.g. in the office or from home or any other location as agreed with your line manager. You can both work a flexible working pattern and work in a hybrid way.

Yes, as hybrid working agreements are non-contractual and do not represent guaranteed patterns of work. However, it will be good practice to give staff at least 2 days’ notice of any ad hoc requests so that necessary caring or childcare arrangements can be made as appropriate. Where a more significant or longer lasting change in hybrid working arrangements is needed, then a longer period of notice may be appropriate. If any of your staff require a working arrangement that has a guaranteed pattern of working hours, then a request should be made through a flexible working policy.

Yes, you can.  You will need to be mindful of flexible working agreements that are in place when scheduling all in-person events and hence the need to plan such events in advance to ensure that colleagues can make appropriate arrangements as required.

If a member of your team wants to work exclusively on campus, they can continue to do so but will be expected to follow the normal procedures in place to book desks as appropriate to the location.

The expectation is that staff switch on their camera when attending Team meetings and 1:1 meetings.

If an employee is unwell, then the expectation is that the individual is off sick and the period should be recorded as sickness absence. There is a duty of care to employees and will not be appropriate for employees to work remotely if feeling unwell.

Whilst hybrid working could make it easier to support childcare and caring responsibilities due to the flexibility provided in terms of when and how an employee delivers their work, hybrid working is not a replacement for cover for regular childcare or other caring responsibilities, and nor does it represent a fixed arrangement As a result, an employee will be expected to attend on campus on the days required and agreed. Where an employee has an emergency or temporary caring responsibility issues, they should use the University’s Special Leave Policy.

The University has not set minimum number of days for working on campus or remotely. Decisions regarding hybrid working patterns are determined locally, guided by the policy framework.

Please liaise with a member of the Employee Relations Team who will be able to provide further advice and signpost to other Services like Occupational Health as required.


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