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Flexible working

Flexible Working is one of many options which enable us to deliver excellent customer-focused services as well as ensure that our employees maintain a healthy work / life balance.

Most jobs at the Council can be undertaken in a flexible way, subject to the operational requirements within your service. This will either be specified when you first start your new job or flexible ways of working can be agreed with your manager at a later stage. The Council offers a number of flexible working options to all staff - not just to those with child care or caring responsibilities. Staff can opt to apply for suitable flexible working options on either a temporary or permanent basis.

We have introduced technology that enables the majority of our office-based staff to work from home or at the premises of partner organisations, and to 'hot desk' at our own offices. Also, many of our officers who have daily face-to-face contact with customers carry smart devices to assist them in their daily tasks when they are out and about in the borough.

When you come into work and when you leave does not necessarily have to be the traditional 9-5 routine - we encourage our employees to talk to their manager about flexible hours of work that suit both your lifestyle and the day-to-day operational needs of Council services.

Flexible Working at the Council includes:

  • Flexible contracts - not everyone wants to work full-time so we encourage services to employ people on contracts such as job share, part-time, term-time, casual or annualised hours.
  • Flexitime scheme - the working hours and working patterns of most jobs can be flexible within the contracted weekly/monthly total. If you work more than your contracted hours, you can take time back as 'flex'.
  • Hot desking - employees share an area with other colleagues throughout most of our offices. 'Clear desks' with adjustable IT kit and chairs mean that people can work together or independently in different parts of the office.
  • Working from home - with agreement from your manager, this can be done on a regular or occasional basis, depending on the needs of your service.
  • Special leave - in certain circumstances we will allow you to take additional time off and this can be either paid or unpaid.
  • Extended holidays/sabbaticals - with agreement from your manager and Head of Service, employees can take unpaid time off work to pursue other personal interests, family commitments and so on.
  • Pre-retirement flexible working - a number of the above options are of benefit to people considering retirement.

Flexible working is about completing your working hours in a different way to established 9-5 ways of working. This may mean at a different time or in a different place to help you achieve a work/life balance, and to help the organisation achieve more flexibility in the services it provides.