Let's get the work–life balance right

NHS staff wellbeing and work–life balance is a priority for the NHS. However, we do not currently have a systematic approach to one key area that could increase retention: flexible working. A landmark case, reported by Parry (2021) involving a nurse dismissed for not agreeing to work weekends, is to be reviewed after she successfully appealed—and is likely to highlight where the NHS needs to be.

There are already plans (Ford, 2021) to scrap a range of restrictions around NHS flexible working requests from September this year following agreement between the NHS and unions aiming to boost work–life balance and staff retention. This agreement, it was stated, had been made at a time when many health employers and staff were considering new ways of working.

Under new arrangements NHS staff will be able to make an unlimited applications for flexible working each year instead of the current one. Applications will not require any justification and can be made on commencement of NHS employment rather than the previously required 6 months' service. The new contractual terms will also allow NHS staff to access a process whereby managers must refer on requests that cannot initially be accommodated, to ensure that all possible solutions are explored.