Flexible working

New and updated

• Type:

  Contract clauses

  Sabbatical leave contract clause

  Revised to reflect current practice around sabbaticals, including examples of how long they might last and the differences between sabbaticals and career breaks.

• Type:

  Policies and procedures

  Sabbatical leave policy

  Revised to reflect current practice around sabbaticals, including examples of how long they might last and the differences between sabbaticals and career breaks.

• Type:

  Policies and procedures

  Career breaks policy

  Revised to reflect current practice around career breaks, including examples of how long they might last and the differences between career breaks and sabbaticals.

• Type:

  Letters and forms

  Letter agreeing to employee's request for sabbatical

  Revised to reflect current practice around sabbaticals, including further details on the terms of employment during sabbaticals, keeping in contact, and the return to work.

• Type:

  Contract clauses

  Career breaks contract clause

  A model contract clause to set out terms relating to career breaks.

• Type:

  Letters and forms

  Letter agreeing to employee's request for career break

  A model letter to send to an employee when a career break has been agreed.

• Type:

  Letters and forms

  Letter declining employee's request for career break

  A model letter to inform an employee that their application for a career break has been rejected.

• Type:

  Letters and forms

  Letter declining employee's request for sabbatical

  Revised to reflect current practice around sabbaticals, including further examples of why an employer might decline an employee's request for a sabbatical.

• Type:

  Employment law cases

  Part-time working: 50% pay for 53.5% of full-time hours was less favourable treatment

  In British Airways plc v Pinaud, the Court of Appeal held that a part-time worker's contract requiring her to be available for work 53.5% of the time that a full-time comparator was required to be available for work constituted less favourable treatment because she was paid only 50% of the full-time salary.

• Type:

  Employment law cases

  Part-time workers: Zero hours lecturer could compare himself to permanent full-time lecturer

  In Roddis v Sheffield Hallam University, the Employment Appeal Tribunal (EAT) held that a lecturer employed under a zero hours contract was employed under the same type of contract as a permanent full-time lecturer for the purposes of his claim of less favourable treatment under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551).