Remember that the agreed new working arrangement will be a permanent change to the employee’s terms and conditions of employment, unless agreed otherwise. Where a flexible working arrangements trial or time-limited period has been agreed this should also be described.
Once you have made your decision and advised the employee you also need to think about:
- informing others in your organisation of the new working arrangement, such as other employees and human resources
- whether the new working arrangement means that you need to change your employee’s pay and what the impacts might be on holidays and leave
whether health and safety requirements are still satisfied. This might be relevant if the employee is going to be working from another location or alone out of core business hours.
To make the process a bit easier, you can use
Form B: Flexible working arrangements request approval form [DOC, 57 KB] to confirm a new working arrangement.