Who and what is covered
All Wesleyan Assurance employees, including subsidiary company employees who have at least 26 weeks’ continuous service and haven’t made a flexible working application in the last 12 months.
The term flexible working describes any working arrangement where the number of hours worked, the location, or the time that work is undertaken varies from the working pattern stated in your contract.
- We ask that you talk initially to your line manager about your request to change your working pattern, hours or work location.
- Our Hours of Work guidelines are designed to allow flexibility within the working day and we encourage employees to prioritise amending their hours within these core times.
- If your request fits within our Hours of Work guidelines, and your manager can agree to the change straight away, then they’ll do so without going through the formal process.
- If your line manager thinks the matter needs more consideration, they’ll ask you to formally apply for flexible working using the Flexible Working Application Form.
- You’ll need to give full details of how you believe a change of hours can be accommodated by the business, how the impact on customers and your colleagues can be managed and how your workload can be reassigned, if appropriate.
- On receipt of your application, your manager will invite you to a formal meeting to gain a better understanding of your request. You can ask a colleague, Staff Association representative or an accredited trade union official to come to the meeting with you.
- The meeting manager will also ask an appropriate colleague to attend so a summary of what’s discussed and agreed can be captured. You’ll have the opportunity to review and feedback on these notes.
- You’ll be asked to explain what the impact of the change will be to your colleagues and customers, budgets and resources and how you think the proposed working pattern can be accommodated. The meeting manager will ask questions to help them fully understand your request and appreciate its importance to you. They may also ask you whether you are willing to consider other working patterns or arrangements.
- You’ll receive the manager’s written decision on your request after the meeting. If your manager needs further time to consider your request, they’ll keep you updated.
- If your request is accepted, it’ll be subject to a three-month trial thereafter it may be agreed on a permanent basis, for a fixed period only, or if the trial is unsuccessful you will return to your contracted working arrangements.
- Your manager may also refuse your request or ask you to consider an alternative working pattern.
- If you’re not satisfied with the outcome, you can appeal. You’ll need to appeal in writing within five working days of receiving your outcome letter. You’ll then be invited to a further meeting, by a different independent manager. Your appeal letter should include the reason(s) why you don’t feel your request has been satisfactorily considered, including any new or additional information and a potential resolution, for the appeal manager to consider.
- Again, you can ask a colleague, Staff Association representative or an accredited trade union official to come to the meeting with you. A note taker will also attend.
- The appeal manager can either change or agree with the original manager’s decision and will give you their decision in writing following the meeting. The appeal manager’s decision is final and that completes the flexible working process.
- Discussions within these meetings are confidential and must not be disclosed to others, unless they need to know to perform essential aspects of their job. In addition, all records relating to the process will be treated as confidential and will be retained and stored in line with our data retention schedule.
- All applications will be considered on their own merits and where your manager is unable to accept your request, they will give you a full business rationale for their decision.