Flexible Working Time & Jury Service
On 30 June 2014 the Flexible Working Regulations 2014 came into force, expanding flexible working rights for employees in England, Scotland and Wales. The new regulations extend the right to request flexible working to all employees, not just those who have parental or caring responsibilities.
Employers must consider all requests in a reasonable manner, but they can refuse flexible working requests based on business grounds.
‘Flexible working’ refers to many different types of working options—such as hours, times and places of work—including the following:
- Flexi-time: Working a standard core time, but varying the start and finish times within agreed limits
- Compressed hours: Working the total number of contracted weekly hours in fewer working days by working longer individual days
- Job-sharing: Working part time and sharing responsibilities of a full-time position with another employee
- Term-time working: Working a schedule that follows the school term
- Tele/home-working: Working all or part of contracted hours from home
All employees who have been continuously employed by the same employer for at least 26 weeks are entitled to apply for flexible working and only one request can be made in any 12 month period.
Due to the broad nature of work Active provides, flexible working is a normal part of how the Company operates, so many requests can be accommodated.
It is an essential condition of your employment that you are prepared to adopt a flexible approach to your work pattern undertaking additional shifts and change of shift times to accommodate staff absences and Active’s ability to respond to client requests/ emergencies. We are dependent on this flexibility not only to allow us to adapt to the changing nature and volume of work, but to protect the future of the business and its employees.
Employees are entitled to time off work to attend for Jury Service. Employees should notify Active immediately on receipt of the Jury Summons giving full details.
Employees will not normally be paid for this time off, and are advised to claim the expenses which they are entitled to from the Court. This will normally include compensation for loss of earnings.