Requests to work flexibly may include a change to hours worked or a change to the working pattern. Part time and job share working are examples of flexible working opportunities provided by the University (see point 2 of the Flexible Working Policy for examples).

The Formal Flexible Working Policy has been updated and it now includes provision for a Day One right to flexibility, meaning that all employees have the right to request formal flexible working for the first day of employment. This had previously been available for employees with 26 week’s continuous employment only, and in making this change, Queen’s goes beyond its legal obligations with regards to flexible working.

Alongside this Policy which relates to formal flexible working arrangements and results in a permanent change to the member of staff’s terms and conditions, unless otherwise agreed, the University has developed guidance for informal flexible working arrangements. This guidance sets out the process for Agile Working arrangements which are agreed locally, with no change to terms and conditions.

Accepted applications to work flexibly under the statutory provision will result in a permanent change to the member of staff’s terms and conditions, unless otherwise agreed. That means that once the University accepts a request, an employee has no contractual right to revert to his/ her/ their previous working All other accepted applications made under this procedure will be regularly reviewed in line with the business requirements of the University.

Terms and conditions of employment will be applied on a pro-rata basis including: salary/wage; annual leave/bank holidays; occupational sick pay; maternity leave; paternity leave.

Applications can only be refused if there is a clear business reason. For a list of these see Appendix ii of the Flexible Working Policy.

The member of staff has a right to appeal against the decision, see policy for full details.