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Virgin Money

Virgin Money is the new disruptive force in UK banking. Bringing together the combined history and expertise of Clydesdale Bank, Yorkshire Bank and Virgin Money, we are the only bank outside the ‘Big 5’ that boasts a genuine full-service personal and business banking capability.We serve 6.4 million customers across the UK through a digital-first approach that offers leading online and mobile services, supported by telephone and branch banking, including a national network of branches and business banking centres.

We are structured around three divisions – personal, mortgages and business – offering a full range of products and services for consumers and small and medium sized businesses, delivered through our leading technology platform to deliver a consistently world class experience for customers. Our ambition is clear – to make Virgin Money a new force in consumer and business banking that will disrupt the status quo.

Jubilee House, Gosforth, Newcastle upon Tyne, NE3 4PL
Industry Financial Services
Company size:   1,001-5,000 employees
Industry:   Financial Services
Company Details
Jubilee House
Newcastle upon Tyne

Virgin Money embraces flexible working and understands how important this can be for employees to balance their working and personal life, which in turn allows individuals to prioritise their wellbeing. Virgin Money's 'A Life More Virgin' is their approach to flexible working, not taking a one-size-fits-all approach and instead looking at what works best for each person. Many colleagues have the ability to work remotely and instead use offices and stores for collaboration when needed. 

What we love about Virgin Money:

💡 Virgin Money has a gender-neutral family leave policy, offering 20 weeks paid for expectant parents and those looking to adopt.

💡 While flexibility is different for each person the new 'A Life More Virgin' approach is for all employees, including customer-facing roles in the store. 

What's worth checking about Virgin Money:

💡 While Virgin Money strives to offer flexibility to all employees, the level of flexibility is different depending on the role and team. 

Articles about Virgin Money:

💡 Virgin Money adapts offices to fit flexible and collaborative working 

💡 Virgin Money launches new flexible working package for staff

Flexible Working Approach

Virgin Money recognises that flexible working has the potential to help its people to live their best lives – whether that means being there to pick their children up from school, prioritising their wellbeing by taking some time for themselves, or simply not having to spend an hour travelling to and from work. 

This is why Virgin Money has introduced A Life More Virgin – a values-led approach to flexible working. As such, Virgin Money is saying goodbye to full-time, 9 to 5, office-based roles, and instead, it’s inviting colleagues to work remotely, using offices or stores as hubs for collaboration when needed. Of course, one size doesn’t fit all and flexibility will look different for everyone, but the new approach covers all colleagues – even those working in customer-facing roles in store.

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.
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.
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.
Reduced Hours: This is a provision given by an organisation to an employee to work for a lesser number of hours as compared to the mandatory working hours set for all employees.
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.
Commissioned Outcomes: This is where an organisation puts an agreement in place, whereby a service is defined and the employee is paid based on a set of agreed outcomes.
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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