Flexible Working Policy (UK)

In this document you can find out how to request flexible working and how your request will be reviewed.

Introduction

We want everyone in Currys to feel supported in their home and work life. There may be times when you’d like to adjust the hours or days that you work, to accommodate other needs outside of the workplace, such as childcare or your studies.

We want to support you in balancing your role at work with your other responsibilities. Where possible we’ll support you by providing flexibility in your working pattern that can support your work-life balance while meeting the needs of the business.

This document explains everything you need to know if you want to submit a flexible working request.

Top Takeaways

• You can make a flexible working request from the first day of your employment with us and you can make two requests in any 12-month period. Click here for more information.
• You’ll need to submit a flexible working application form setting out the details of your request. Click here for more information.
• We’ll respond to your request as soon as possible, but we can take up to two months to review your request. Click here for more information.
• If it’s not possible to accept your proposed request, your line manager will discuss alternative options with you. Click here for more information.
• If you don’t agree with the decision made, you can appeal the outcome of your flexible working request. Click here for more information.
• Your line manager will find the documents they’ll need to manage a flexible working request within the ER Hub. If you’d like to make a flexible working request, the form you need is attached to this policy.

1. What is a flexible working request?

A flexible working request means making permanent changes to your employment contract in a way that best suits your needs.

These changes can include things like:

• The number of hours you work
• The patterns of hours/days you work
• The location in which you work

Compressing your working hours (where you work your total contracted hours over fewer working days, i.e., four 10-hour days vs five 8-hour days) is not something we offer at Currys.

2. Am I eligible to make a request for flexible working?

You can make a flexible working request from the first day of your employment with us and you can make two requests in any 12-month period. Although you can make two requests in any 12-month period, you can only have one live request ongoing at any time. A request is live until a decision is made regarding your request or you withdraw your request.

We appreciate that personal circumstances can change due to life events. If you’ve made two flexible working requests in a 12-month period and therefore aren’t eligible to make a further flexible working request, please speak to your line manager about how else we may be able to support you outside of this policy.

3. How do I apply for flexible working?

If you want to submit a flexible working request, you can do so using the application form attached to this policy and submit it to your line manager.

Where possible, please allow at least two months before you wish the change to take effect.

Please complete the application form fully to avoid any delay in the process. You should sign and date the form and hand it to your line manager who’ll then review the request and make a decision.

By requesting flexible working, it’s important to understand that:

• If your request is accepted, the changes will be a permanent change to your employment contract;
• You may only be able to submit one more flexible working request for at least 12 months from your original application date;
• Your pay could be affected if your request is granted. This’ll depend on the type of request.

4. How will my flexible working request be dealt with?

Once received, your line manager will review your request as soon as possible. They’ll give you their decision within two months of your application date. If a decision is delayed for any reason, your line manager will agree an extension with you.

Sometimes they’ll be able to grant your request without needing to discuss it any further. If so, they'll confirm this to you in writing.

However, unless your manager agrees with your request in full, they’ll need to meet with you to discuss your request. This will help them to better understand what flexibility you need and allow you to talk through the detail.

Your line manager will consider both the personal and business impact of the change to help them decide if your request is workable for your team. If that’s not possible, they’ll be able to talk to you about other options that might be suitable for you.

If a meeting is required, your line manager will send you an invite letter. The meeting may not be face to face and may take place by phone or Teams. A note taker may be present at the meeting and you can request a copy of any notes taken.

You can bring a colleague or Trade Union representative with you to your flexible work meeting. We don’t allow legal representatives or family members to come to the meeting. You need to let your line manager know who you’re bringing with you.

Your companion can ask questions and make comments during the meeting, but they can’t answer any questions for you. You’ll be able to talk to them during the meeting. They can also ask for a break and take notes for you.

Your line manager will complete a flexible working suitability assessment while assessing your request and its impact on the business. Where possible they’ll aim to confirm the outcome within 7 working days of the meeting, however there may be times when this isn't possible. If that’s the case, they’ll keep you updated on progress and when you can expect to hear.

When your manager arranges a flexible working request or appeal meeting with you and you don’t attend, they’ll rearrange the meeting once. If you don’t attend a rearranged meeting without good reason, your manager may treat your request as withdrawn. In which case they’ll inform you of that decision.

5. What are the potential outcomes to my flexible working request?

Your line manager will confirm their decision to you in writing. There are four potential outcomes to a flexible working request:

1. Acceptance: An accepted application means that we agree to your request for flexible working. It'll mean a permanent change to your terms and conditions of employment.

It also means that you can only make one other flexible working request in the next 12 months from the date you submitted your most recent request. If your request is accepted your manager will confirm, in writing:

• the date the agreement was made
• a description of the new working pattern
• the date from which the new working pattern is to take effect
• any impact on pay and benefits, if affected by the agreed change

2. Acceptance with a trial period: Your line manager may decide to accept your proposed change but with a trial period. This is to make sure that the change you’ve requested is suitable for you and us. Your manager will discuss this option with you, as you’ll need to agree to a trial period.

You’ll agree a start date and timeframe for your trial period with your manager, which can be up to three months.

If your new working arrangements don’t work out, your application may be rejected at the end of the trial period. If this is the case, your line manager will confirm why your application has been rejected and any alternative proposals to consider.

You’ll have the right to appeal that decision and details of how to do this will be confirmed to you in writing.

3. Acceptance of an alternative pattern: If your line manager isn’t sure the proposal can work in your role, they may discuss alternative options with you during the review of your application. This enables both you and your line manager to discuss other patterns that may better suit the needs of the business. Your line manager will agree the new arrangements with you, and discuss any impact on pay and benefits, if the change affects this.

4. Rejection: Although we want to support colleagues as much as possible, we also need to think about the needs of the business. For that reason, it may be necessary to sometimes reject an application for flexible working.

Your application may be rejected on the basis of:

• The additional costs incurred
• A negative impact on our customers
• A negative impact on quality
• A negative impact on your performance or those in your team
• The inability to reorganise work amongst colleagues
• The inability to recruit additional colleagues
• Insufficiency of work during the periods you wish to work
• Planned structural or organisational changes within the business

If we can’t accommodate your request, your line manager will confirm that to you in writing, clearly setting out the business reasons for the decision.

5.1 What happens if my flexible working request is rejected and I don’t agree with the decision?

You can appeal the outcome of your flexible working request. If you want to appeal, you’ll need to submit your appeal in writing to your line manager within seven calendar days of receiving your outcome letter (details of where to send your appeal will be in the letter).

In your appeal letter you’ll need to provide your reasons for challenging the decision. You should provide as much detail as possible including:

• The specific reasons for appealing the decision
• Any additional context or information that you’d like to provide
• Details of what you’d like to happen if your appeal is successful

Once we’ve reviewed your appeal letter, and if it’s deemed necessary, you’ll be invited to an appeal meeting.

We’ll ask a manager who has not been involved to hold your appeal meeting. An impartial note taker may be present, and you can bring a work colleague or trade union representative with you to the appeal meeting.

We’ll write to you afterwards to let you know the outcome of your appeal.

5.2 What do I do if I want to withdraw my flexible working request?

You may want to withdraw a flexible working request because your own personal circumstances have changed. You can withdraw your application at any time before the decision has been made. To do this you need to submit a flexible working withdrawal form to your line manager as soon as possible.

6. How do I record the changes from a successful flexible working application on SuccessFactors?

If you’re a line manager, you’ll need to follow the process below to record any changes to your colleague’s working pattern on SuccessFactors (SF):

Process Steps	Who?	Action to Take	Additional Information
Step 1: Requests flexible working	Colleague	Request flexible working, by completing flexible working form
Step 2:	Line Manager	Manager opens case in ER Hub and reviews request to see if they can accommodate it, if not suggest alternative.	Confirms with colleague
Step 3:	Colleague and Line Manager	Agree new working pattern.
Step 4:	Line Manager	Line Manager to enter new working pattern on SF.

7. Where can I go for additional support?

We understand that you may have some questions as you go through the process, and you should approach your line manager in the first instance.

And we know that during this period you might need some additional support. We’ve lots of support and resources available to you that can be accessed via Wellbeing Corner, our dedicated area for all wellbeing support. Here you’ll find information on our Mental Health First Aiders and our partnership with Champion Health, where you can access a personalised hub of support tailored to your needs.

It can be difficult talking about your personal circumstances, but please don’t worry we’re here to help. You can speak to your manager at any point, however if you’d like to speak to someone independent too, you can contact our Employee Assistance Programme (EAP). They offer free independent and confidential advice and can support with a variety of issues at work or at home. Click here to access more information about our EAP including contact details to speak to a qualified counsellor. 

8. Documentation retention

Please make sure that you follow the document retention guidelines in our Data Retention Policy (UK&ROI) for any records created as a result of these processes.

A quick note. If you’ve printed this document, remember that it could be out of date and might not be reliable. For the most up to date information please visit the policy section within People Place. Please also be aware this policy is non-contractual and may be amended from time to time.

Other useful documents

• Unplanned Leave Policy (UK)
• Absence Reporting and Unauthorised Absence AWOL Policy (UK)
• Career Break Policy (UK&ROI)
• Retail and Services Holiday Policy (UK)
• Corporate Holiday Policy (UK)

Document Control Details

Document Point of Contact:	ER Team
Version:	5
Published & Effective From:	August 2024

Appendix One – Flexible working process at a glance

Appendix Two – Flexible Working Application Form

Click here to access a copy of the form.

Appendix Three - Flexible Working Withdrawal Form

Click here to access a copy of the form.