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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Flexible Working and Work-Life Balance Policy

1. Purpose

This policy outlines {{org_field_name}}’s commitment to supporting flexible working and promoting work-life balance while ensuring the continuity and high-quality care of the people we support. By offering flexibility, we aim to enhance employee well-being, increase job satisfaction, and support staff retention while maintaining regulatory compliance. This policy ensures alignment with the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 and the Care Act 2014, demonstrating our dedication to person-centred care, staff well-being, and CQC compliance.

2. Scope

This policy applies to all employees, including full-time, part-time, bank, agency, and voluntary staff members working at {{org_field_name}}. It covers all requests and provisions related to flexible working, ensuring equitable access for all employees while prioritising the needs of the people we support.

3. Principles

We recognise that flexible working arrangements contribute to a healthier work-life balance, enhancing employee satisfaction, reducing burnout, and improving retention. However, we must ensure that these arrangements do not compromise the care and safety of the people we support. Our approach is based on fairness, transparency, and mutual benefit, ensuring that both staff and the organisation benefit from flexible arrangements.

4. Flexible Working Options We offer a variety of flexible working options, subject to operational requirements:

• Part-time working – Employees work fewer hours than a full-time contract, allowing for a better balance between work and personal commitments.
• Job sharing – Two employees share the responsibilities of one full-time role, ensuring coverage while offering flexibility to both staff members.
• Compressed hours – Employees work their full hours over fewer days, providing extended time off while maintaining full-time employment.
• Annualised hours – Total working hours are distributed unevenly throughout the year, accommodating seasonal demands or personal circumstances.
• Home working (where applicable) – Non-care roles may allow remote work, improving efficiency and reducing travel-related stress.
• Shift swapping – Employees can swap shifts with colleagues, subject to approval, ensuring fairness while maintaining continuity of care.
• Term-time working – Suitable for employees with childcare responsibilities, aligning work schedules with school holidays.
• Flexible start and finish times – Available where care continuity is not impacted, offering staff greater autonomy over their schedules.
• Employee Eligibility and Requests

All employees with 26 weeks of continuous service are entitled to request flexible working. Requests must be made in writing to the Registered Manager and should include the proposed working pattern and how it will not negatively impact service delivery. Requests will be reviewed based on operational feasibility, compliance with Regulation 18 – Staffing, the employee’s contractual obligations, and potential risks. The decision will be communicated within three months, with an option for appeal if the request is denied.

5. Work-Life Balance Initiatives To foster well-being and prevent burnout, we implement:

• Rotas published in advance to allow employees to plan personal commitments and maintain a healthy balance between work and home life.
• Mental health and well-being support, including access to counselling services and employee assistance programmes to support emotional well-being.
• Regular supervision and workload reviews to ensure employees are not overwhelmed and to identify necessary adjustments.
• Annual leave and TOIL (Time Off in Lieu) management, ensuring all staff have fair access to rest and recovery periods.
• Team engagement activities to foster a supportive workplace culture, promoting inclusivity and collaboration.

6. Management Responsibilities

Managers are responsible for ensuring that flexible working arrangements do not compromise the safety and care of the people we support. They must regularly review staffing levels to align with Regulation 18 – Staffing, support staff requests where feasible, and ensure that all requests are treated equitably. Additionally, managers must prevent discrimination under the Equality Act 2010, monitor the impact of flexible working on team dynamics, and ensure fair distribution of workload.

7. Monitoring and Review

Flexible working arrangements will be reviewed annually or upon business needs to ensure they remain effective and sustainable. Employee feedback will be collected through staff surveys and one-to-one meetings, and necessary adjustments will be made to enhance operational efficiency while maintaining compliance with CQC regulations.

8. Related Policies

• CH16-Health and Safety at Work Policy
• CH18-Risk Management and Assessment Policy
• CH23-Lone Working and Staff Safety Policy
• CH27-Staff Supervision, Training, and Development Policy
• CH30-Equality, Diversity, and Inclusion Policy
• CH33-Staff Leave and Absence Policy

9. Policy Review

This policy will be reviewed annually or earlier if there are changes in legislation or business requirements.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.