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As one of the UK’s leading wealth management companies, Quilter’s purpose is to help create prosperity for the generations of today and tomorrow. The businesses within our group aim to provide high quality products and services for the whole of your investment journey.

85 Queen Victoria St, London, EC4V 4AB
Industry Financial Services
Company size:   1,001-5,000 employees
Industry:   Financial Services
Company Details
85 Queen Victoria St

As a result of the coronavirus pandemic, Quilter changed its approach to flexible working, trusting employees to decide where and how they work the most efficiently. The flexible working policy consists of six key principles that focus around making the right choice for themselves and their team, concentrating on performance and inclusion, acknowledging a one size fits all approach doesn't work, with an emphasis on open communication. 

What we love about Quilter:

💡 Their focus on including colleagues whether they decide to work remotely or in the office with open communication and support. 

💡Colleagues are empowered to choose their working schedules and arrangements. 

What is worth checking with Quilter:

💡 Some roles don't provide as much flexibility as others.

💡 Colleagues must have the equipment to work remotely.

Flexible Working Approach

Changes to how we worked during the coronavirus pandemic proved that working flexibly is effective across many parts of our business. Our colleagues told us they wanted to maintain this flexibility beyond the current crisis, and we are very supportive of creating an environment which helps to achieve this.

Our aim is to offer our employees an approach to working which leads with flexibility and trust, in which your performance is measured on your outputs and impact, and where you are trusted and empowered to make the right choices for you and for our business.

"We know one size doesn’t fit all, so flexibility will differ depending on the way your team operates and the nature of your role. What is important is a willingness to have an open and honest conversation to explore the possibilities." Paul Hucknall, HR Director 

1. Make the right choices for you, our business and our customers 

The aim of the Quilter way of working is that everybody wins: 

  • our colleagues are trusted and empowered to do their jobs well; 
  • our business benefits from increased engagement and further improvements in productivity; 
  • our environment benefits from Quilter’s reduced carbon footprint. 

Colleagues are trusted to make the right choices for them, for their team (to ensure everyone stays connected and able to collaborate) and, importantly, for our customers and clients.

2. Performance is key

Choices made around flexible working must not be to the detriment of individual or team performance and/or productivity. Colleagues must be fully equipped to work remotely and able to be fully effective in performing their role.

3. It's a two-way street

Flexibility involves give and take. Responsibility for making it work is shared between colleagues and managers. Whether informal or formal, arrangements are regularly reviewed to ensure they are still working for both the colleague and the business.

4. Focus on inclusion

It’s everyone’s responsibility to actively include colleagues who are both physically present in the office and working remotely. Choosing to work remotely, or at a particular time, should not mean anyone misses out on important information, opportunities or career progression. If a face-face meeting is needed, it will be made it clear in the invite to allow colleagues to plan around this.

5. One size doesn't fit all 

Depending on the role, flexibility may look and feel different to others. Some roles don’t lend themselves to as much flexibility as others, although there are very few roles for which some flexibility is not an option, provided performance is not affected. Equally some people may prefer to work from the office or work fixed hours.

6. One size doesn't fit all 

Keeping your colleagues updated on your plans is key. Teams can then be aware of each other’s working arrangements, how they can be contacted and when they are (or aren’t) available.

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.
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.
Agile Working: This method of work gives employees the option to work where, when and how they choose – with maximum flexibility and minimum constraints.
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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