For most teams and roles at RBBC, hybrid working and flexibility in working arrangements can be agreed with Heads of Service and line managers whilst accommodating team and operational needs. Hybrid working and flexibility is highly valued by our employees, and the uncertainty of what working arrangements may be expected by the new East Surrey Council causes concern for a number of staff.
As a reminder, contractually, the work location for our staff is their office base – e.g. Town Hall, Depot, Community Centre etc. Hybrid flexibility is supported where appropriate to the role and with manager agreement, and this includes the option to work from home. However, this is an agreement that needs to suit business needs and flexibility, rather than a contractual right.
We want to avoid moving away from the discretionary and flexible expectations of hybrid working, so don't expect to be formalising any discretionary arrangements. Where there has been any agreement as part of a formal flexible working request, the appropriate arrangements will already be documented as part of the outcome of that process. If we get new flexible working requests, these will need to be considered on their merits, and may need to take into account in-person collaboration that might be required leading up to Vesting Day and transition processes.
Your support in managing these expectations with your teams is appreciated.
Employment contracts
As part of the LGR transition, we will need to provide details about all our employees and their employment to the new unitary employer. To ensure all the information held in relation to our staff’s employment is accurate, we have been providing staff with a summary of their personal terms of employment to check so that any queries can be reviewed, and ensuring we have key documentation on file that will need to form part of personnel records.
HR have been liaising with managers before sharing any information with individuals in their teams so you know when your team can expect to receive their contract summaries to review. They are on track to complete these checks before 31 March 2026.
Any questions or queries can be raised with HR at that time to ensure that the correct information is recorded for individuals. If yours is one of the remaining teams who haven’t yet received their employment summaries, let them know this will being taking place imminently. If you have any team members on long-term absence (e.g sick/maternity) and you haven’t confirmed this or alternative contact information while they are off, please follow this up with HR.
