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Carer and Flexible Working Policy

05 Apr 2024

Carer and Flexible Working updates from Saturday, 6 April

Image of colleague working from home

As part of our ongoing commitment to offering an inclusive working environment and in response to changes in legislation, which come into force on Saturday, 6 April 2024, our Policy Team have updated the following policies: 

Carer’s Leave Policy 

Our Carer’s Leave Policy has been updated to reflect that from day one of employment, colleagues who have caring responsibilities for dependants with a long-term care need have the right to request up to one week's unpaid leave per rolling 12 months.   

The Policy also confirms that: 

  • The leave can be taken in one continuous block, as individual days, or half days; 
  • Employees must provide their line manager with reasonable notice (a minimum of double the notice period for the amount of time required off); 
  • Employees will be required to complete a declaration form to confirm that they are eligible for carer’s leave and to record the period of leave requested; 
  • A request for carer’s leave cannot be declined, however if it would result in significant operational impact then line managers may request to postpone the leave to a later date.  
  • Employees are not required to provide evidence of their entitlement to carer’s leave, nor what the leave is being used for in respect of their dependent. Line managers are advised that they should not ask their employee to justify why they need to take carer’s leave.

Flexible Working Policy 

From Saturday, 6 April 2024, all employees will have the right to request flexible working arrangements from day one of employment, however the University’s current Flexible Working Policy already entitled employees to this “day one” right.  

There are a number of other legislative changes which are reflected in our updated Flexible Working Policy specifically: 

  • Employees now have the right to make two statutory flexible working requests in a 12-month period.  
  • The University is required to respond to flexible working request within two months (including the appeal stage).  Our current policy already states that ideally flexible working requests should be resolved within one month, however we have updated the policy to make it clear that statutory requests do have to be concluded within two months, (unless it has mutually agreed to extend this timescale).
  • There is a specific obligation on the University to consult with an employee before rejecting a request.
  • Employees no longer need to explain the impact to the University when making a flexible working request and therefore the FW1 form (to request flexible working) has been updated accordingly.

Paternity policy 

The University’s Paternity Policy was updated on Friday, 8 March 2024 to reflect the relevant legislative changes. 

More Information