1.1 This policy establishes the Organization's framework for offering flexible working hours to eligible employees, allowing variation in daily start and end times while maintaining mandatory core hours during which all employees must be available. The policy is designed to support work-life balance, accommodate diverse personal circumstances, improve commuting flexibility, and enhance employee well-being and productivity, while ensuring that team collaboration, client service, and business continuity are not compromised. The Organization recognises that flexible scheduling can reduce absenteeism, improve retention, and increase job satisfaction when managed effectively.

1.2 This policy applies to all permanent full-time and part-time employees whose roles and responsibilities are compatible with flexible scheduling as determined by their manager. The Organization defines core hours as the period during which all employees must be present or available, which shall be published by the HR department and may vary by location or business unit. Outside of core hours, employees may adjust their start and end times within the flexible bandwidth, provided they complete their contracted daily or weekly hours and meet all work obligations. Roles requiring fixed schedules due to client-facing responsibilities, shift coverage, or operational requirements may not be eligible for flexible hours.

2.1 Under this policy, eligible employees may select their daily start time within the morning flexible bandwidth, typically between 7:00 AM and 10:00 AM, and their corresponding end time within the evening flexible bandwidth, typically between 4:00 PM and 7:00 PM. The exact flexible bandwidth shall be defined by the Organization and may be adjusted for specific departments or locations. Employees must be present and available during the designated core hours and must complete their full contracted daily hours inclusive of the standard lunch break. For example, an employee contracted for 8 hours per day with a 1-hour lunch break who starts at 7:30 AM would finish at 4:30 PM. Flexible hours do not change the total number of hours an employee is required to work.

2.2 Employees wishing to adopt a flexible schedule shall discuss and agree upon their preferred working hours with their direct manager. The agreed schedule shall be documented in writing and communicated to the employee's immediate team and relevant stakeholders to support planning, meeting scheduling, and coordination. While the flexible schedule should be generally consistent from week to week, reasonable variation is permitted with manager notification. Managers may require temporary adjustments to the flexible schedule for team meetings, client commitments, project deadlines, or other business needs, with at least 48 hours' notice where possible. The agreed flexible schedule shall be recorded in the Organization's time management system.

2.3 All employees using flexible hours must be present at the workplace or available online during the Organization's defined core hours, which are reserved for team collaboration, meetings, client interactions, and cross-functional coordination. No meetings shall be scheduled outside of core hours without the explicit agreement of all required attendees. The Organization shall protect core hours as the primary window for collaborative activities and shall discourage the scheduling of meetings before or after core hours to respect employees' flexible arrangements. Employees who are unable to be available during core hours on a specific day due to an appointment or emergency shall notify their manager in advance and make arrangements to be reachable or to catch up on any missed communications.

3.1 All employees using flexible working hours shall record their actual start and end times, break periods, and total working hours accurately in the Organization's time management system on a daily basis. Time records shall be submitted weekly for manager review and approval. Managers shall review time records at least monthly to verify that employees are completing their contracted hours, adhering to core hours, and complying with maximum working time regulations. Persistent under-recording of hours, failure to attend during core hours, or patterns of non-compliance shall be addressed by the manager in discussion with the employee and may result in restriction or revocation of flexible working privileges.

3.2 All flexible working arrangements shall comply with applicable working time regulations, including maximum daily working hours, maximum weekly working hours averaged over the applicable reference period, minimum daily rest periods between shifts, minimum weekly rest periods, and overtime provisions. Employees shall not use flexible hours to regularly work excessive hours without manager approval and shall ensure that they take their entitled rest breaks and lunch breaks. The Organization shall monitor working time data to identify any employees who are consistently working beyond their contracted hours under the guise of flexibility and shall take corrective action to protect employee health and well-being.

4.1 This policy shall be reviewed at least annually by the HR department in consultation with department heads and employee representatives. The review shall consider employee satisfaction with flexible hours arrangements, the impact of flexible hours on productivity, collaboration, and client service, manager feedback on the administrative and operational implications, compliance with working time regulations, and any changes to applicable employment legislation regarding flexible working. Proposed amendments shall be approved by the HR Director and Chief Executive Officer. Material changes shall be communicated to all employees at least 30 days before implementation.