Overview
The council recognises and supports both informal and formal approaches towards flexible working.
We have Flexible working standards (PDF, 525 KB) that explain the responsibilities and expectations of line managers, employees and Essex County Council as an employer.
Understanding flexible working
Flexible working is about discussing your options for:
- the number of hours you work
- when you work
- where you work
We encourage and support employees working at different times and in different places. We believe this policy helps us all to work as effectively as we can for the council and our service users.
Flexible working options fall into two categories: flexible time and flexible place. This might mean blending the different options to suit the task you're working on.
Your working arrangements might stay the same over time, or they could vary from day to day and week to week.
When we work: flexible time options
Depending on your role at the council, you may be able to agree some flexibility around when you work. This can help you manage your lifestyle and create a better balance for you and your family.
You might prefer to work:
- variable hours – you work your contracted hours with flexibility in start and finish times, which may form a set working pattern or could vary from day to day or week to week
- compressed working weeks – where you work longer hours each day, but over a shorter working week. For example, a four-day week, or nine-day fortnight
- part time – you're contracted to work less than 37 hours per week. Your pay and holiday entitlement are adjusted to reflect your contractual hours
- as part of a job-share arrangement - where two or more employees share one full time job
- annualised hours – you're contracted annually to work a set number of hours, which can be worked flexibly over a 12-month period
Where we work: flexible place options
As long as you're able to do the work you're contracted to do, you might be able to work from:
- home
- public places with wifi (such as local libraries)
- partner buildings
- designated areas in Essex County Council locations
Your role may give you flexibility to work:
- from shared space in your usual council office – for example, a hot desk, a quiet zone, a touch down space, or meeting space
- from home on a regular or ad-hoc basis
- from other offices and locations – you might find you can travel less and help the environment by working somewhere other than your home or an council office. This could include partner buildings, libraries or coffee shops – anywhere with a strong and secure WiFi connection
- on the go, being out and about in the wider community
Attending an Essex County Council workspace
You may need to come into your place of work or another location on the days agreed with your manager or to carry out certain tasks, including:
- meeting someone in person
- collaborative working
- working with your team or manager
- training
- some desk-based tasks
You may need to come into the office on an unscheduled day and with little notice. This could be to cover for a colleague, for example. You'll need to agree to any arrangements with your line manager.
Plan and agree your flexible working arrangements
Workstyle personalisation
You may be able to make informal adjustments to your working style through council's Ways of Working approach. These arrangements are called workstyle personalisation. They're voluntary, mutually agreed with your line manager and non-contractual.
Workstyle personalisation may give you flexibility over where you work and which times you work, providing you work the same number of hours as set out in your contract.
You should approach your manager to discuss informal workstyle personalisation.
You and your manager must regularly review any workstyle personalisation you have agreed. This is to make sure they remain suitable for you and for the business. This could be included as part of your one to one manager check in conversations.
The managers guide to workstyle personalisation provides line managers with an overview of their role in supporting workstyle personalisation. It will assist line managers in considering the suitability of workstyle personalisation arrangements within their team.
The guidance in flexible working – managers hints and tips gives some 'how to' practical advice for managers to incorporate, encourage and support flexible working within their team.
Make a formal flexible working request
Some employees may need to change their contractual working hours (such as reducing to part time working) or they may feel more comfortable using the formal process, which is linked to legislation.
You should make a flexible working request if you need a permanent and fixed change to your working pattern or place of work.
The right to request flexible working guidance provides further details on the employee's rights, the process to be followed and the materials and support available to line managers.