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Flexible working and Alternative Working Patterns

Adopt a working pattern that suits your commute and/or family life and promotes a healthy work/life balance.

Flexible working and Alternative Working Patterns

Who is it for?

All employees.

 

What is it for?

It is to help you understand the range of working patterns available depending on the business needs at your work location, and how to request a change to your working pattern.

 

What do I get?

The MoD offers many alternative working pattern arrangements including local flexible working hours schemes (which give you the opportunity to build up flexi-credits by varying your start and finish times), home working, part-time working, job sharing, term-time working and compressed hours. This is not an exhaustive list and you are encouraged to check the policy for further details.

All staff are legally entitled to request a change to their working pattern; however, staff should be mindful that some working patterns may not be suitable or practical for some roles. If you are considering an alternative working pattern, you should have a conversation with your Line Manager in the first instance, and work with them to come to a suitable arrangement.

How do I claim?

1

Read the Flexible Working Hours Policy and the Working Patterns Policy before deciding which working pattern you wish to request - consider the impact it may have on your pay, allowances, terms and conditions of employment and annual leave. If your chosen working pattern will affect your pay or pensionable allowances, you should also consider the impact on your pension.  

2

Investigate the impact on your colleagues, the business and your work - some work tasks are not suitable for non-standard working patterns; your colleagues may have to answer an increased number of telephone calls or the business may be dependent on employees being there at specific times. 

3

Prepare a business case and present it to your line manager.

What happens next?

If the proposal is agreed, make the necessary arrangements with your line manager.

If the change in working pattern impacts on your pay, your line manager will inform Defence Business Services (DBS) Civilian Personnel of the new working pattern using HR Form 080: Notification of change to Working Pattern. This must be sent to DBS Civilian Personnel at least 1 month before the start of the working pattern change, to ensure the necessary changes are made in time. You will then receive confirmation of your new terms and conditions from DBS Civilian Personnel. Changes which could impact on your pay include changes to the number of hours you work or, if you are part-time, changing the days which you work.

If the proposal is refused your line manager should explain why and where possible offer an alternative.

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