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We’re a leading financial mutual in the UK with experience that goes back to 1843.

Our savings, retirement and protection products ensure customers can maintain their lifestyles when they’re working and live the life they aspire to when they retire. We’re all about helping people to live more confident lives. We’re also passionate that everyone should have access to independent, regulated financial advice, so we work with a wide range of financial advisers. It’s through them that the majority of customers will buy our products and services.

The LV= brand is also licenced to LV= General Insurance Group, part of the Allianz Group. We’re proud to be one of the UK's largest personal lines insurers, with more than 7 million customers and 4,000 employees. Our goal of growing customer value is underpinned by our vision to be Britain’s best loved. Offering a huge range of general insurance products, from pets to home, car to travel, we serve direct to consumers, as well as through advisers and brokers, and through strategic partnerships with a wide range of organisations. 

Our people are core to both businesses and we aim to build an inclusive and diverse environment where everyone can feel comfortable, respected and supported.

County Gates, Bournemouth, BH1 2NF
Industry Financial Services
Company size:   1,001-5,000 employees
Industry:   Financial Services
Company Details
County Gates

LV= General Insurance offer multiple flexible working patterns, allowing employees to fit around work around their' lives and priorities. LV= GI also offer patterns such as annualised hours and term-time working, which very few companies offer. 

What we love about LV= General Insurance:

💡LV= understand that flexible working shouldn't just be available for parents, allowing all individuals to request it. 

💡LV= GI strive for a healthy work-life balance for their employees through their multiple working patterns

What is worth checking with LV= General Insurance:

💡 While LV= General Insurance aims to offer flexible working for all employees, it is dependent on whether it is right for their customers and business. 

💡Flexibility will differ by role, for example some call-centre staff have the options of 'self-rostering / shift swapping', whereas this may not be available for head office employees. 

Flexible Working Approach

LV= GI recognises the importance of helping employees balance their work and home
life. We offer flexible arrangements that
let our people balance work with other priorities, including parental and other caring responsibilities, life-long learning, charity work, leisure activities and other interests.

To reflect this, anyone can request to work flexibly for any reason. Our policy applies to all employees regardless of band, whether they work full-time, part-time, or on a fixed- term basis and whether they have caring responsibilities for children or adults.

Flexible Working requests

A request could be for any change to someone’s terms and conditions. Among other things, it could be a request for one, or a combination of the following: job-sharing, part-time working, annualised hours, compressed hours, flexi-time, term-time working, swapping hours, working from home or flexible shift working. 

Any LV= GI employee can request flexible working after 26 weeks of continuous employment. Requests from all areas and levels of the organisation will be considered for flexible working regardless of age, gender, sexual orientation, race, religion or belief, level of seniority, current working pattern, whether they’re a permanent or fixed-term employee, or whether they have a disability.

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.
Term-time: These are contract based agreements that are used to accommodate an individuals childcare responsibilities during school holidays, as well as for staff who work in the education sector.
Annualised Hours: This is an employment contract where the employee's working hours are calculated on an hourly basis, rather than daily or weekly. Those hours are at times stipulated by the employer during the year.
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.
Core Hours / Staggered Hours: Core hours refer to specific times an organisation requires an employee to work, for example 10am to 4pm. Staggered hours are when an employee has different start and finish times from other workers.
Mutually Agreed / Predictable Hours: These refer to a pre-agreed number of hours between a business and employee. These may flex up and down slightly, however they generally remain the same month on month.
Compressed Hours: This is where an employee increases the volume of hours worked each day in order to reduce the number of days worked.
Self Rostering / Shift Swapping: This allows employees to input on their own working hours or swap shifts with other employees, while meeting their contractual agreement.
Full-time: A full-time employee works between 35 and 40 hours per week, usually on a permanent contract.
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.
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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