Helping you back into the workplace
Returning to work from a period of leave can, for some, be a straight forward task, whilst for others, it is not unrecognised that this is harder than it appears. Not only is it harder physically but also emotionally and, therefore, this page has been developed to give you access to a range of information, guidance and tools to help you back into the workplace.
In addition, you might even be considering a change to you working hours – therefore, to make it easier for you whilst away from the workplace, you can now access the relevant Force’s flexible working guidance and forms here, with additional information on how to submit them.
Should you have any questions in relation to the contents on this page, please use the ‘contact us’ page to message a member of the HR Operations or Payroll team.
Individuals should make early contact with their line manager to discuss and agree their return to work and what this looks like.
Family friendly hours
Individuals may request temporary family friendly hours via their line manager upon a return from maternity leave. This should be for a period of up to three months when returning to work and is to be discussed and agreed with your line manager prior to returning to the workplace.
It is an informal local arrangement to accommodate family needs. HR Operations will also need to be notified in order for shift patterns to be checked and any amendments to pay and leave made if necessary.
Where there is a desire for individuals to alter their working hours and/or pattern, a formal flexible working application must be submitted via your line manager, allowing at least three months prior to the end of the maternity leave for commencement and completion of the flexible working process. This will need to be agreed by your Senior Management Team and if there is a reduction or increase in hours Payroll will also need to be informed.
RTW Forms (link to the below forms on the Maternity page)
- Keeping in touch day request form
- Return to work from maternity leave form
Risk Assessments, H&S and Occupational health considerations
Your line manager must conduct a new/breastfeeding mother risk assessment in conjunction with yourself prior to your return to the workplace or as soon as practicably possible.
If you feel you may benefit from adjustments in the workplace, particularly following the risk assessment, your line manager may refer you to Occupational health in order to support this. Please do not hesitate to discuss this with them, should you have any concerns.
If you feel you may require a new uniform, including a re-assessment of your body armour, please discuss this with your line manager as soon as possible. Alternatively please contact your local Central Stores, as required.
Annual leave and returning from a period of maternity leave
Individuals continue to accrue annual leave whilst on maternity leave, including the provision for public/bank holidays, as they arise. These entitlements are based on the hours immediately prior to the commencement of the period of maternity leave.
When planning for return to work following maternity/adoption leave the individual should (with the agreement of the line manager) look to take, in the weeks immediately following maternity/adoption leave and prior to return to work, the accrued but untaken annual leave outstanding from a) before the period of maternity/adoption leave, and b) the duration of the maternity/adoption leave period. This will ensure that all annual leave (including any excess annual leave carried over from the previous leave year as appropriate) is taken at the earliest opportunity. Where for operational/work related reasons this is not possible, the individual and the line manager must agree a plan to ensure additional leave carried forward is taken at the earliest opportunity.
Childcare vouchers are a Government supported scheme designed to make childcare more affordable for working parents. The childcare voucher scheme closed to new applicants on 5 October 2018. Individuals who joined the childcare scheme on or before 4 October 2018 may still be eligible to continue to receive vouchers. For further information please contact the Payroll Team via the ‘Contact Us’ page.
Individuals unable to join the Childcare Vouchers scheme may be eligible, subject to meeting the relevant criteria, to apply for Tax-Free Childcare, a government scheme offering up to £500 every three months (£2,000 per year) per child, to help with the costs of childcare.
Please find below links to guidance and forms on each Force’s flexible and part time working procedure.
- Link to Step by Step
- Link to Policy
Devon & Cornwall Police
- Link to Request Form - Standard
- Link to Request Form - 53 week working pattern
Dorset Police
- Link to Request Form
- Link to Working Pattern Calculator - Officer
- Link to Working Pattern Calculator - Staff
- Link to Appeal Form
Where can I get help with my request?
Please ensure you discuss the completion of your flexible working request with your line manager in the first instance, so as to ensure they are best placed to support your return to the workplace on your desired working pattern.
Additionally, for assistance in the completion of the request form, you may wish to seek support from your local support groups, trade unions and staff associations – please visit the Family Support & Networks page for a list of groups and how to contact them.
If you are a serving officer or employed staff member of Devon & Cornwall Police, please contact HROperationsAdmin@devonandcornwall.pnn.police.uk and for Dorset Police please contact human-resources@Dorset.PNN.Police.uk. A member of the respective HR Operations Admin teams will be on hand to advise on the process of flexible working.
Please note: the timescales for considering a flexible working request changed on 6 April 2024. The Force now must consider your request within a period of two months, from the date you formally submit your request, including appeals. Therefore it is important that you discuss the nature and scope of your request with your line manager at the earliest opportunity.
Furthermore, individuals now may make up to two requests within a 12 month rolling period, instead of the previous limitation of one request.