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Copy linkHow to make flexible working in schools and MATs a retention-driving reality
Updated 29th July 2024 | 7 min read Published 29th July 2024
As of this year, employees will be able to request flexible working from their very first day on the job; schools and MATs will not be an exception.
Flexible working involves moving away from a strict fixed schedule and trying to give your teachers and other staff a chance to adjust start times, finish times, or work days. This can result in job sharing, part-time roles, staggered hours, compressed weeks and regularly working from home.
You might want to do all that you can to accommodate this change despite the challenges. This is not only because people have a legal right to request flexible working (and you have to have a very good reason for refusing it) but also because there's growing recognition that offering more adaptable arrangements can boost staff morale, retention, and overall effectiveness.
The government believes flexible working in schools and MATs will improve the well-being and work-life balance of staff. It says it will also help those who are phasing in retirement, coming back from a career break, have care responsibilities, or are combining teaching with other professional pursuits.
Flexible working in schools and MATs and the law
Historically, employees in the UK needed to have been with the same employer for at least 26 weeks before they got the legally protected right to ask for flexible working.
However, from 6 April 2024, employees can request flexible working from day one. When an employee does, employers must handle these requests in a 'reasonable manner'.
What does this look like? It includes weighing up the pros and cons of any application, arranging a meeting with an employee to discuss their request, and providing an appeal process.
An employer can reject an application if they have a valid business rationale.
Employees, meanwhile, can escalate the matter to an employment tribunal if employers don't handle a request reasonably.
The case for flexible working
According to research by the NFER, schools and MATs can benefit from flexible working. In short, more satisfied workers stay longer, and flexible working can contribute to this feelgood factor.
It also curtails burnout, a major problem for the sector.
So, does the change in legislation mean people will ask for flexible hours in droves this year?
Even if they do, staff expectations might need to be tempered. Schools and MATs, after all, have some challenges if they want to implement flexible working.
The challenge of implementing flexible working in schools and MATs
So, what obstacles must be overcome to give teachers and other staff flexible working in your school or MAT?
Top of the list, at least for teachers, is timetabling.
Needless to say, a teacher isn't much good when a class has to be taught and they aren't available.
It's also probably fair to say that a culture of being present that likely derives from this extends to support staff as well.
And leaders can't be blamed for anticipating the concern of parents if they make a teacher part-time. This is especially the case with primary schools, where a year-long, year-round relationship with one teacher is traditionally assumed.
There are also other universal issues that get in the way of any organisation granting flexible hours. These are considered valid reasons to say "no" by the UK Government:
- Cost
- The work cannot be redistributed
- You can't hire staff to cover the work
- Quality and performance will be affected
- The business cannot meet customer demand
- There isn't enough work during the proposed times
- There are planned changes to the workforce
You can see how these cross-sector reasons might apply to a school or MAT that's considering flexible working requests.
Implementing flexible working in a school or MAT
So, how do you properly accommodate flexible working? The following steps might pave the way to success:
- Provide clear communication and transparency: Clearly outline the procedures for flexible working requests in a written policy. Have at least one point of contact people can talk to before they make a request.
- Support from leadership: When it comes to flexible working, lead a positive culture from the top down. That way, your staff will know you're doing all you can to accommodate them, even if you have to turn down some applications. To achieve this, your top team must be mindful of the advantages flexible working brings. Negativity is not an excuse for turning down an application, but the benefits—like enhanced staff well-being, recruitment, and retention—are an excellent reason to say "yes".
- Use a whole-school or whole-trust approach: Step back and consider the whole picture to see how best to accommodate flexible working. Look at the data: who is asking for flexible working, and who is on hand to accommodate this? Can they even help one another with the proper coordination? MATs have a significant advantage here, with the potential to coordinate staff across schools.
- Implement smart timetabling: Timetables play a huge role in schools and trusts planning this coordinated approach. For example, can all English lessons be done on set days or during the first or second half of the day? A good MIS will make all the difference between success and failure here.
- Promote equality: Flexible working can help promote equality and diversity in the teaching workforce. Parents and people with other obligations beyond the workplace can find a great career with your school or MAT—a 'win-win' for you both. In this spirit, it's also essential to remember that flexible policies must be applied without discrimination.
- Communicate again after flexible working has been approved: If the changes significantly affect the school, make sure those affected know. Staff who work directly with a colleague who has changed their hours should be informed. If pupils face a significant change to their teaching arrangements, then it might also be appropriate to inform parents.
Government resources for flexible working
The Department for Education (DfE) has put together some resources that can help schools and MATs understand how flexible working can be implemented.
Check the site regularly, as they often update this section and add new advice.
How IRIS can help
From a robust MIS to communication tools that seamlessly link schools and MATs with parents, IRIS empowers your school to maximise flexible working opportunities and keep students and families well-informed.
