Job Share

Last updated 1 July, 2018

Principle and statement of intent

A “job share” is where two individuals on the same grade carry out the full range of duties and responsibilities associated with one full time post. This usually occurs when an existing member of staff wishes to work on a part time basis, following maternity leave or because of other personal commitments, and where it is not possible to reduce the number of hours required for that post.

Job sharing can also be an excellent way in which to retain and attract high quality employees who would not otherwise be available for work.

Bumbles Day Care employs a number of employees as “job sharers” in line with our commitment to equal opportunities.

Requests to “job share” must be given full and fair consideration. We have a legal responsibility to make every effort to accommodate requests for part time working following maternity leave but it is also good employment practice. The opportunity to “job share” is however open to men and women alike and at all levels. Should the Manager receive a request to “job share” they should contact the owner to fully discuss implications to the business.

Terms and conditions of employment

For a position to be deemed a “job share” the following conditions must be adhered to:

  • Both members of staff must be on the same salary scale, although they can be on different incremental points.
  • The hours of work can be shared in a number of ways, the most popular being 2.5 days each or 3 days and 2 days. This should be negotiated with the individuals concerned and the Manager, any agreement must meet the operational needs of Bumbles Day Care. It is essential, where possible, to have a short period of overlap to ease communication and ensure continuity.
  • A trial period of six months is incorporated into a job share contract of employment to ensure the arrangement meets the needs of all concerned.
  • Holidays, bank holidays and customary days should be aggregated and allocated on a pro rata basis, e.g. for a member of staff working a 50% job share, entitled to 28 days annual leave per year including bank holidays (39 in total), the entitlement per annum would be calculated as 28 / 2 = 14 days
  • Where a bank holiday or customary day falls when one member of the job share would usually work then one day must be deducted from the entitlement for that year. This does require some forward planning as there must be sufficient entitlement left at the end of the year to accommodate the Christmas break.

Benefits of job share

  • You get two people’s ideas, energy, commitment and ideas for the price of one. It also provides a wider skill and knowledge base.
  • Inconvenience may be minimised during times of holiday and sickness absence if you can arrange to have one member of staff present at all times. You also have the capacity to double capability at specific times
  • The cost implications are minimal and should not affect overall budgets
  • You will retain the services of experienced and valued members of staff; job share is a way of employing talented people who are not available for full time work.

Disadvantages of job share

  • Extra effort must be made to ensure effective communication and continuity of work between the job sharers.
  • There may be confusion from clients who have to deal with two separate people.

If one member of the job share leaves

The post may be offered to the other half on a full time basis, or if this is not an option, the other half of the job should be advertised. Whether or not the post is filled the remaining job sharer’s post should continue.