Flexible Working - - Newcastle University

Flexible Working Options

A range of Flexible Working Options is available to University staff

Flexible working request policy

All staff can make a request for flexible working. This includes parents and carers who have a statutory right to do so.

The policy outlines the eligibility and process for employees of Newcastle University, who wish to request flexible working.

Managers' guidance on flexible working

New Leave options

Go to the leave and absence section for further information

The University's approach to Flexible working

The University is committed to obtain the most efficient and effective deployment of its staff, to achieve its aims and objectives, whilst enabling staff to achieve an appropriate balance between work and their personal circumstances. The approach goes beyond the UK legislation on flexible working for parents and carers, to help all staff balance the demands of work and personal life.

Managers will be as accommodating as they can be when considering requests but both managers and staff must recognise that the business needs of the University will take precedence.

Achieving a work-life balance is an essential aspect of everyone's life and flexible working can be a good way to find it. It is also a way to increase the range of employment and career opportunities for people not wanting to work full-time. It assists the retention of skilled and experienced people who wish to make changes to their work-life balance. The University, as an employer, would like to see flexible working as relevant to all groups of staff wherever possible.

Obviously not every role or service lends itself to every working pattern, but where flexibility can be introduced it is important to recognise the potential benefits to both the employee and the University.

What is covered by the term "Flexible Working"

Flexible working is the variation of working hours, times, patterns or location according to individual circumstance. Ways of working flexibly include:

  • Varying the pattern of hours worked (e.g. term-time working, staggered hours, flexible hours, annualised hours)
  • Changing the number of hours worked (e.g. part-time working, job sharing)
  • Varying where you work (e.g. working from home occasionally)
  • Taking a single break from work (e.g. career break, unpaid leave)
  • Taking additional time off work (e.g. buying additional annual leave)
  • Phased return to work following a long break (e.g. maternity/adoption leave)