1. Policy statement
1.1. Hybrid working is a type of flexible working that focusses on the location in which work is undertaken, with some work being undertaken on the University’s premises and some work being undertaken in a remote working environment within the UK. Often this remote working environment will be a home-based office, enabling staff working in this way to reduce time spent travelling to the University and better balance work and personal responsibilities. Hybrid working has, in reality, been an autonomous form of working for many academic and research staff at the University for some time.
1.2. This Policy aims to enable as many staff as possible to work in this way if they so wish. Some roles will have tasks that can only be performed on University’s premises, such as those that require a physical presence onsite to teach, support or protect others and those that require specialist equipment that can only be housed in the University’s environment. However, consideration should be given to the possibility of occasional remote working even if only a small number of tasks in an individual’s role can be performed in this way.
1.3. There is no expectation that staff must work in a hybrid way. Where roles do have tasks that can be performed in a remote working environment, each individual has a choice as to whether or not they would like to work this way. If needed and where possible, an appropriate dedicated workspace should be made available for staff who prefer to work entirely from their University workspace, whether this is a continuation of their existing arrangements or the consequence of ending a hybrid working arrangement.
1.4. Institutions are best placed to identify the most appropriate level of hybrid working for their staff in terms of the split between working on the University’s premises and working remotely. This enables Institutions to ensure these arrangements are productive and beneficial both on an institutional and individual level. It is envisaged, however, that the majority of staff who are able to work in a hybrid way will regularly split their working time between University premises (either in their normal University workspace or somewhere else in the University) and a remote working environment. Decisions about the level of hybrid working and who can work in this way must be taken in a fair and consistent way to meet the aim of this Policy, and staff must have equal access to opportunities, support and training regardless of where their work is undertaken.
1.5. This Policy also recognises that the University’s identity and culture are shaped by the benefits of staff being physically present at work. Some of these benefits cannot be replicated remotely, whether it be the especial nature of our student experience or the innovation that arises from casual conversation with colleagues. Only in certain circumstances, therefore, may staff be able to work solely from a remote working environment within the UK under this Policy. This provision is intended to be used rarely and for specific reasons, including reasonable adjustments. The University’s Global Mobility Policy and associated guidance should be consulted for temporary and permanent working arrangements outside of the UK.
1.6. This Policy is intended to complement and not replace the University’s Flexible Working Policy, which provides the procedure for individuals exercising their statutory right to request flexible working, which may include other forms of working arrangements such as amended working hours or job-sharing arrangements.
1.7. Where this Policy refers to reasonable adjustments, it is referring to the duty on employers under the Equality Act 2010. A reasonable adjustment is a change that must be made to remove or reduce a disadvantage related to a staff member’s or job applicant’s disability. Where reasonable adjustments have been agreed, these will take precedence where there is any conflict between the terms of this Policy and the agreed adjustments.
1.8. Further guidance is provided to support the application of this Policy, which includes the full procedure for agreeing hybrid working arrangements and supporting advice on many aspects of this Policy. The guidance will be regularly reviewed to ensure that it stays compliant with best practice within the University.