Please enter both an email address and a password.

Account login

Need to reset your password?  Enter the email address which you used to register on this site (or your membership/contact number) and we'll email you a link to reset it. You must complete the process within 2hrs of receiving the link.

We've sent you an email

An email has been sent to Simply follow the link provided in the email to reset your password. If you can't find the email please check your junk or spam folder and add to your address book.

Organising Flexible Working

To arrange any form of flexible working, you will need to reach an agreement with your colleagues and HR department.

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.

Share this page: