1. Purpose
This policy sets out our approach to flexible working. We recognise that flexible working can support employee wellbeing, improve work–life balance, and help attract and retain a diverse workforce. We aim to consider flexible working requests fairly, consistently, and in line with business needs.
2. Scope
This policy applies to all employees, regardless of role or length of service. Flexible working options may vary depending on the nature of the role, operational requirements, and health and safety considerations.
3. What Is Flexible Working?
Flexible working refers to any arrangement that changes when, where, or how hours are worked. This may be a temporary or permanent arrangement.
Examples include:
- Flexible start and finish times
- Part-time working
- Job sharing
- Compressed hours
- Hybrid or remote working (where appropriate)
- Adjusted working patterns for health, disability, or caring responsibilities
4. Commitment to Equality and Inclusion
We are committed to equality, diversity, and inclusion. Flexible working can be an important adjustment for disabled and neurodivergent employees, carers, and others with specific needs.
Requests related to disability, neurodivergence, health conditions, or caring responsibilities will be considered carefully and may be treated as reasonable adjustments where applicable.
No employee will be treated less favourably for making a flexible working request.
5. Making a Flexible Working Request
Employees can request flexible working by submitting a request to their manager. Requests should include:
- The type of flexible working requested
- The proposed start date
- Whether the request is temporary or permanent
- How the employee believes the arrangement could work in practice
Employees are encouraged to discuss requests informally with their manager before submitting a formal request.
6. Considering Requests
All requests will be considered in a reasonable and timely manner. Managers will:
- Assess the request against role requirements and operational needs
- Consider health, safety, and quality requirements
- Explore alternative options if the original request cannot be agreed
A meeting may be arranged to discuss the request further.
7. Decision and Outcome
Employees will be informed of the outcome in writing.
Requests may be approved:
- In full
- On a trial basis
- With modifications
If a request cannot be approved, clear reasons will be provided. Where possible, alternative arrangements will be discussed.
8. Review and Trial Periods
Flexible working arrangements may be subject to a trial period to ensure they work for both the employee and the organisation. Arrangements may be reviewed and adjusted by agreement.
9. Responsibilities
Employees
- Make requests in good faith
- Work with managers to make arrangements successful
Managers
- Consider requests fairly and consistently
- Keep an open and supportive approach
- Ensure decisions are clearly documented
10. Policy Review
This policy will be reviewed regularly to ensure it remains fair, inclusive, and aligned with organisational needs and legislation.
We aim to support flexible working wherever reasonably possible while maintaining safe and effective operations.
Policy last issued and owned by Mr. Cutler 17 January 2026. The latest version can always be found at oilanalysislab.com. Any other versions, including paper copies, are to be treated as uncontrolled.
