Supporting Flexible Working

To attract – and retain – the very best people at Newcastle Hospitals,
it’s really important that staff feel supported to work flexibly.

#FlexibleWorking

We all spend a lot of time at work.

For many, having a 9-5 office job or working a traditional shift is no longer the norm, as people balance their busy roles with childcare responsibilities or caring for elderly parents, as well as juggling a range of other activities outside of the Trust.

Providing an environment where staff can flourish, take care of their own health and wellbeing and feel supported in how they work – and the roles they do – is really important and was identified as the number one priority in our last NHS staff survey.

In response, we have been reviewing our flexible working arrangements and policies to see what more we can do to help create a healthy work-life balance for our staff and their families.

There are benefits for everyone in doing this. As an employer it helps us to recruit – and retain – the best people and can also bring huge reward in terms of engagement and productivity.

It’s also so much more than reducing hours or occasionally making changes to a role. It’s about how we can support staff through bereavement, changes in family circumstances, health issues, stress, career breaks, job sharing or looking at different ways of working.
Of course our patients come first and there will always be a pressure of balancing individuals’ needs with keeping services running.

What we’re asking for is leaders, managers and teams to be open to flexible working so we can offer a fair and consistent approach right across the organisation.

We’ve created a handy flexible guide to flexible working which you can download below.

Flexible working requests

…arent just about reducing working hours! There are other options available such as changes to a working pattern, compressed hours, working days and ‘variable time working’ where staff can reduce working hours for a specific period. We know that flexible working can help recruit and retain staff who otherwise might leave, as well as supporting service continuity.

Flexible retirement

…is an extremely valuable option for both staff and the Trust as it helps people work to a raised retirement age by varying the nature or pattern of work in the lead-up to retirement; while also assisting succession planning by retaining their valuable experience and skills which can be passed on to other staff.

Job share

… is normally where two employees share a single full-time post and can be a useful option to provide a good work/life flow. This can also help to increase productivity and create positive working relationships to benefit our services.

Career breaks

The Trust offers career breaks for staff who may wish to seek a longer term break from their current role. Some examples where career breaks can be requested include:

  • childcare commitments
  • care of a dependent person
  • further relevant education and/or training
  • relevant work abroad and charitable work that could broaden experience
  • preparation for retirement

Annualised / term-time hours

This is an option available for staff who may wish to take extended unpaid leave to coincide with school holidays. Annual salary is paid monthly in twelve equal amounts on a pro rata basis. With growing child-care costs this option can provide supportive flexibility to working parents who may be struggling to balance work and family life.

Staff bank

The Trust’s staff bank service provides options to work shifts on an as-and-when basis providing increased flexibility. Many of our staff are also registered as bank workers as it provides additional income and experience in different working environments. Short term and long term placements are also available which helps to support substantive staffing shortages and reduces reliance on agency working.

Agile working

In March 2019 we launched our new agile working policy which empowers people, where appropriate, to work where, when and how they choose with greater flexibility.

The policy offers guidance around working practice including homeworking, teleworking and working from an alternative site.

Agile working supports a more flexible approach to work and can also provide other benefits also offering benefits such as potential cost reduction through reduced travel time/costs (i.e. homeworking on occasions of adverse weather and major travel disruption) as well as potential improvements in staff wellbeing, morale and productivity.

Case studies

Helen Knight

On 1 September 2019 I begin my 12-month career break and a once in a lifetime journey. I’ve booked a one-way flight to India so the rest of my year is yet to be decided! Other than making sure I do some yoga, surfing and visit a few sandy beaches I’ll plan my trip as I go along, picking new things to try in every new country.

Since joining the Trust in 2007, I’ve worked hard to progress my career, studying for a Postgraduate Certificate in medical imaging and becoming a lead radiographer. Before the next stage of my career, I feel that now is the time to take some time away to develop my non-clinical skills to help me progress. I hope to return to work refreshed and ready to take on new challenges.

Dani Colvin-Laws

Given the nature of her role, Staff Engagement & Experience Officer Dani Colvin-Laws has successfully made use of our new agile working policy, benefitting both her and the team she works with.

After suffering a knee injury which was preventing her from physically travelling to work, Dani asked if she could work from home as part of the new policy. By using her work laptop and other innovative tools such as StarLeaf to stay connected, Dani was still able to dial into meetings, share documents and actually increased her output and productivity during this period.

“It was fantastic that I was supported and given the flexibility to work from home when I sustained my injury,” she said.

“This meant that the delivery of my projects would not suffer, service in our small team would be maintained and most importantly, it prevented me from having to take sickness absence.”

Matron – Aileen Burn

Under the Trust’s flexible working policy, Aileen successfully applied to work condensed hours a few months ago.

“My reasons for the request related primarily to a change in personal circumstances so I was very grateful to the Trust, senior nursing management and my directorate for supporting me,” she said.

“I only started the new working arrangements a few weeks ago but a real positive of the new working patterns is that it gives the chance for excellent colleagues to develop their leadership skills.”

Dental nurse Debbie Richardson

Having a term-time contract has been of great benefit to Debbie and her family as she previously had to rely on family members for childcare.

“I have been really thankful that this was an option  –  especially after having my second child – as it has given us quality family time and older family members a rest,” she said.

“Also during these holidays, there is less need for staff to cover student clinics at the Dental Hospital – being the kind of person I am, I’m always wanting to keep busy so I appreciate my time away during less busy times.

“This contract has helped both me and the service and I have never been off sick for at least 12 years as there is a planned break at least every three to four months.”

Other options

As well as all of the flexible working options you have already seen, we offer a whole lot more.

Special leave – We have a range of special leave entitlements to support staff when required. Some of them are outlined on this page – for everything else, check out our special leave policy.

Compassionate leave – Staff are able to take up to five days paid compassionate leave to come to terms with a serious illness or injury involving a loved one, a serious personal relationship problem or where an employee has carer responsibilities.

Bereavement leave – Staff are able to take up to five days paid compassionate leave if they have suffered a bereavement of a relative or loved one, or wish to be with a relative at end of life.

Child bereavement Leave – Staff are entitled to up to two weeks occupational child bereavement pay at any point up to 56 weeks following the death of their child. A bereaved parent is anyone who had responsibility as one of the primary carers for a child who is now deceased. This includes adoptive parents, legal guardians, individuals who are fostering to adopt. This may also include grandparents who had caring responsibilities for a child, or instances where someone other than the biological parent is the primary carer (this could be the case where the parents of a child have separated).

Medical appointments – Staff are able to take a reasonable time off for appointments as agreed with their line manager. This can include doctors, dentist, hospital and screening appointments. There is no longer a defined time period, this is at your manager’s discretion.

 

To read more about our policies visit our policies page

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Flourish is our approach to supporting staff at Newcastle Hospitals. For more information please contact flourish@nuth.nhs.uk