Hybrid Working Policy

We recognise the need to develop modern working practices that enable our staff to maximise their performance and productivity, whilst maintaining a good work life balance. Not only do we want to make better use of our space, we want to give staff the opportunity to consider working in different ways and from different locations. However, not all roles are suitable for remote working and our service to the public and victims of crimes are our priority.

We trust our staff to work in a way which meets the needs of GMP and theirrole. We recognise that there are clear benefits to be gained from staff working in flexible ways, such as time, money, improved productivity and attraction and retention of staff. We’ll look to find a fair and flexible balance of what works for GMP and the team as well as individuals.

Hybrid working is a form of flexible working where staff split their time between their default working location and a remote location. The remote location can be their home or another Workplace.

Hybrid Working enhances our legal responsibility to consider all applications requested under the Flexible Working (Amendment) Regulations 2006. Applications for Hybrid Working will be considered under our Flexible Working Policy and should be considered against core business requirements that mustn’t be made vulnerable or put at risk.

We’re committed to the wider Greater Manchester Environmental plan and our pledge to consider ways to reduce our carbon footprint through changes to both business and personal travel modes.

The principles of Hybrid Working operate on the basis of trust. Abusing that trust has consequences which will be managed through our policies and procedures.

All GMP’s terms and conditions of service, Police Staff Council Handbook, Police Regulations, policies and procedures remain the same and apply to all staff including hybrid workers, this includes sickness reporting, booking of leave, etc.