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Financial Services Compensation Scheme

Our mission is to provide a trusted compensation service for customers, which raises public confidence in the financial services industry.

10th Floor Beaufort House , 15 St Botolph Street , London , EC3A 7QU
Industry Financial Services
Company size:   251-500 employees
Industry:   Financial Services
Company Details
10th Floor Beaufort House
15 St Botolph Street

FSCS's flexible working approach 'Smarter Working' focuses on a successful work-life balance with full flexibility for employees to decide their work schedule. Employees can choose what environment they believe is the best to work in, whether this is on the phone, at home, in the office, or anywhere else. 

What we love aboug FSCS:

💡 FSCS's Home Office Equipment Allowance of £200 per employee per anum, gives employees support by ensuring they have the correct technology to work effectively.

💡 Value outcome over output, embracing flexibility with a high trust culture. 

💡 Workers can choose their schedule between 7 am-7 pm, whether this means starting earlier or finishing later, giving the opportunity to take time out of their work day for personal commitments.

Articles about FSCS:
FSCS ‘outcome over output’ approach to flexible working pays off during pandemic

Flexible Working Approach

For the FSCS, flexible working is the rule, rather than the exception. We have implemented a flexible working approach called 'Smarter Working', which focuses on three core principles: where, when and what. 

Where you want to work:

FSCS is committed to creating a working environment where you can successfully balance your working and home lives. 

We provide office spaces at Beaufort House where business collaboration takes place and social connection happens five days per week between 7:00am and 7:00pm.

Our smart working principle is built around our 40/40 rule: 40% of our people spending on average 40% of their time in the office - in simple terms around 2 days out of a standard 5 day working pattern, 3.5 days in a 9-day fortnight or 8 to 9 days out of a 22 day working month.

We also ensure your remote working environment is optimised for productivity by providing the right support, technology and our Home Office Equipment Allowance of £200 per employee per annum.Work is an activity not a place – think about what you want to deliver today, tomorrow, this week and this month and where is the best location to deliver the best results.

When you want to work:

We offer all colleagues both flexibility in their working environment and flexibility within their actual working day. We use our office opening hours as a good outline for our working day: between 7:00am and 7:00pm, but within these hours the choice is up to you in agreement with your line manager and your team.

So start early, take the kids to school, go to the gym at lunchtime, work later into the early evening or finish early. All teams should work with their line managers and colleagues to agree a working pattern that works for everyone.

A published rota allows us all to know where we are and when.Most importantly it allows the People Team to ensure that we do not breach our social distancing guidance or have too many people in the office at any one time.

However, if you need to change your working pattern because of a change in circumstances or personal issues in any week you can agree this with your line manager.

Part-time: An employee who works fewer hours than a full-time worker. There is no specific number of hours that makes someone part-time, but a full-time worker will usually work 35-40 hours a week.
Flexi-Time: This is a working schedule that allows employees to choose when they start and end their workday, usually to accomodate an individuals needs and other commitments outside of work.
Compressed Hours: This is where an employee increases the volume of hours worked each day in order to reduce the number of days worked.
Job Share: An arrangement where two people, or sometimes more, are retained on a part-time or reduced-time basis to perform a job normally fulfilled by one person working full-time.
Phased Retirement: This refers to an approach that gives employees the ability to manage the transition from full-time employment to retirement.
Hybrid Working (Office / Home): This means an employee splits their time between the workplace (usually office based) and remote working (usually at home).
Remote or Mobile Working: This is a type of working arrangement that allows an employee to work from a remote location outside of corporate offices.
Work From Home (WFH): This is where an employee has the ability to set up their workspace at home, and manage their work without the need to go to the office.
Office Working: This refers to an employee being physically present in the workplace to fulfil their contractual responsibilities.
Career Breaks / Sabbatical: These are an extended periods of agreed absence from work. The term is often used interchangeably with "sabbatical", which is generally taken to mean a shorter period of leave of several weeks or months.
Shared Parental Leave: This allows parents to share a portion of leave and pay with their partners to care for children from birth, usually until their first birthday.

*Please note that not all flexible working options may not be available for every role.

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