How to review your flexible working policy

Your board's role

As with most policies, your role as a board is to question and approve the flexible working policy.

Where the headteacher makes a flexible working request, your board should be responsible for considering the request in accordance with the policy. The board (or a suitable nominated governor) would then need to respond to the request within the stated timeframe. This procedure should be set out within your policy. 

Key points to look out for

The policy's aims and arrangements promote a culture of wellbeing and inclusivity

You'll want to see that your school/trust leaders have thought about how flexible working arrangements can have a positive impact on staff wellbeing and inclusivity.

The policy could promote a culture of inclusivity by:

• Setting out how your school/trust and staff can benefit from flexible working (such as improved wellbeing and lower staff absence rates)
• Suggesting ways in which your school/trust can accommodate flexible working
• Referencing and ensuring compliance with the Equality Act 2010

Clear processes for staff on making requests and appealing decisions 

It should be clear who is eligible to apply for flexible working arrangements and how staff can do this. 

Your policy could include:

• A template to fill in a flexible working request
• Details on timescales, so staff know what to expect
• Grounds on which their request could be refused
• The process for appealing the school's/trust's decision

Clear procedures on how the school/trust will process and respond to staff requests

The policy should set out the process that line managers will follow when receiving a request. 

This could include:

• Timeframes for responding to requests
• Information that should be taken into consideration
• Meetings that the line manager might set up following a request
• Trial periods and how these work in practice
• How the school/trust will formally respond to a request

3 key questions to challenge the policy

1. Have you consulted the unions represented at our school/in our trust?

This is best practice and highly recommended before implementing any policy referring to staff expectations. If the answer is no, you'll want to be assured that your senior leaders have taken advice from HR professionals. 

2. How does our policy support the wellbeing and work-life balance of staff members?

Leaders could explain specific measures taken by the school/trust to make sure that the flexible working arrangements are having a positive impact. They could explain how certain options allow staff to maintain a better work-life balance such as:

• Flexible hours that allow staff members to attend appointments or events, such as a child's school play 
• Being able to take planning, preparation and assessment (PPA) time at home, meaning that staff can work in their own space without interruptions
• Job-sharing to give opportunities to staff members that can't / don't wish to work full-time

The answer could also highlight your school's/trust's commitment to creating a supportive and inclusive work environment that recognises and respects the diverse needs of its staff.

3.  How do you make sure that the implementation of flexible working arrangements doesn't compromise the quality of teaching and learning?

Leaders should show a clear understanding of the potential challenges flexible working arrangements can pose, and how these are being tackled. The process of requesting flexible working could include several stages to assess the impact on teaching and learning:

• Informal conversations with line managers before submitting a request
• Part of the request form including identifying challenges and how these could be addressed
• Trial periods to make sure teaching and learning is not impacted

Leaders could also explain:

• Procedures in place for maintaining effective communication between job-share partners
• How the school ensures continuity in the delivery of the curriculum

Find more questions to ask when you review any policy.

Model flexible working policy

This model policy is not meant as a guide for writing it, as that's your SLT's job. It's here to give you a sense of what a good policy looks like.

It's been approved by Forbes Solicitors and the NAHT union for school leaders.  

We recommend leaders consult with the unions represented at your school before implementing any new policy that refers to expectations of staff.

Download: model policy for flexible working

Examples from schools and trusts

Learning Academies Trust, based in Plymouth, has a flexible working policy that applies to all of its schools. Find it under the 'human resources' section.

Bigland Green Primary School in Tower Hamlets has a flexible working policy that highlights how flexible working can support the school and staff.

Hills Road Sixth Form College in Cambridge has a flexible working policy (in 'HR' under 'college policies')