| Area | Good practice | Excellent practice |
| Communication | - Policy available on demand
- Clear guidance notes and definition of different forms
- Clarity of understanding of which forms of flexible working are feasible across different practice areas
- Clear understanding of flexible working decisions
| - Policy freely available via company intranet (so that lawyers can consider before declaring their interest)
- Transparency and understanding across firm and practice areas about which forms of flexible working are feasible
- Managing the expectations of individuals of being able to work flexibly within different practice areas
|
| The application process | - Sample applications
- Frequently asked questions available
- Early meeting to discuss the application
- Good communication of what is feasible within specific team
| - Self assessment impact questionnaire - to assess own priorities and flexibility
- Initial meeting prior to application to discuss with line manager
- Support in preparing the business case for flexible working
- Template and guidance for job share matching including use of profiling tools to ensure best fit and performance
|
| Role models | - Lawyers at all levels visibly working flexibly
| - Lawyers at all levels and across all practice area visibly working flexibly
|
| Career development | - Case studies/histories available
| - Case studies/histories available illustrating positive career development path of successful/senior lawyers working flexibly
|
| Supporting partners | - Ensuring that flexible working is not viewed as creating additional burden of work
- Recognising that some partners prefer more informal f/w arrangements
| - Providing additional support and training for partners in managing flexible working (ie training, workshops or coaching)
- Understanding the perspective of the partner (previous experience or own domestic arrangements)
|
| Supporting individuals | - Guidance for individuals applying:
- Ensuring individuals understand the importance 360° impact assessment
- Mentoring - support from another individual already working flexibly
| - Providing additional support (mentoring and/or coaching) to make the business case for flexible working
- Complete transparency within the application and decision-making process
|
| Client needs | | - Understanding and effectively managing their expectations, needs and deadlines
|
| Behavioural framework | - To highlight the importance of partners being able to effectively manage staff working flexibly
| - Incorporate the impact of flexible work into career development paths and goals
|