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- Annual leave (holiday)
- Attendance during severe weather
- Compassionate leave and Emergency leave
- Flexible working
- Flu pandemic
- Homeworking
- Circumstances in which homeworking may be approved
- Suitability for homeworking
- Employee requirements and effective homeworking
- Working arrangements
- Guidance for managing staff working from home
- Equipment
- Accessing IT facilities and support from home
- Long term/extended homeworking
- Business continuity
- Security and confidentiality
- Health and safety
- Compensation for expenses
- Mortgage, landlord, council tax and insurance issues
- Changing job
- Jury service
- Parents and Carers
- Right to request training
- Sickness absence
- Study leave
- Travel policy
- Forms and templates
Circumstances in which homeworking may be approved
Homeworking must be mutually agreed with each employee. No employee has the right to work at home and the University cannot require an employee to work at home.
Homeworking may be approved in the following circumstances:
- where this is agreed under business continuity arrangements
- where this is agreed under the arrangements which give parents and carers the right to request adjustments to working patterns
- on an extended/long-term basis
- on a temporary basis, to support an employee’s return to work following an extended period of sickness absence, where this is recommended by the University’s Occupational Health Service and agreed by the employee’s manager
- where severe weather makes it difficult for the employee to attend work
- on an occasional/ad hoc basis, for example to complete a report or where the employee needs to be at home to receive a delivery or repair worker.
