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Working pattern FAQs

What happens if a service change results in the current shift pattern no longer being viable?

If a service needs to change its current shift pattern, all members of staff affected by the change will need to be consulted in accordance with the transitional organisational and workforce change procedure.

For the consultation, managers will need a clear rationale on why the shift pattern change needs to take place and why the current working pattern is no longer viable.

What happens if a consultation leads to a reduction in unsociable, on-call or overtime payments?

Staff members that suffer financial detriment from working pattern changes due to reduced unsociable, on-call or overtime hours will receive short-term pay protection. Further guidance is available in the pay protection procedure.

The length of pay protection depends on the amount of time the member of staff has been carrying out unsociable, on-call or overtime duties. If the member of staff was paid enhancements in the:

  • 6 months prior to the change they will receive pay protection for 3 months
  • 12 months prior to the change they will receive pay protection for 6 months

What payment will staff receive if they are required to work unsociable hours or on-call?

Unsociable hours payments are inline with the agenda for change pay scale terms and conditions that can be found on the NHS Employers website.

On-call payments are made in accordance with the Trust's on-call policy.

What happens if a member of staff already has a flexible working agreement in place?

The current flexible working agreement will be reviewed as part of the consultation. Managers should continue to accommodate flexible working requests wherever possible.

 What happens if the service is unable to accommodate a flexible working arrangement as part of the consultation?

Unfortunately, not all managers will be able to accommodate a flexible working request due to service needs.

Members of staff have the opportunity to arrange an individual meeting to discuss the outcome of a flexible working request with their manager.

What happens if a member of staff wants to submit a flexible working request as part of the consultation?

Anyone is entitled to submit a flexible working request as long it meets the principles stated in the flexible working procedure.

Where possible, managers must consider the request as part of the organisational change. However, staff should be aware that there is no guarantee the request may be granted as it is dependant on the needs of the service.

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