Organising Flexible Working
Preliminary early discussion with colleagues is essential in order to allow a smooth transition to an alternative working pattern.
Colleagues may have concerns regarding how your proposed working pattern will fit in to the pre-existing schedule of services. If you are wishing to change from a full-time contract to a new contract, it is important to be transparent about your activities, and prospectively to collect outcome data, so that any changes can be projected.
Once your colleagues and directorate management are happy with your proposals, a draft proposal needs to be discussed with the HR department to check the content of the proposal, and any implications there may be with respect to pay and pensions.
Sometimes Trusts will advertise posts that are specifically designed to meet deficiencies in service delivery, and may encourage applicants who wish to work at less than full-time. Trusts who state in their job advert that they welcome applications from those wishing to work less than full-time, are often very amenable to discussions post appointment, to reduce work commitments or adopt unusual working patterns.
You are able to request any working pattern that would not adversely affect patient care, efficiency or your colleagues. However, there is no entitlement to flexible working. Most HR departments will be receptive to reasonable proposals.