Colleague Handbook
Colleague Handbook
Barnardo’s purpose is to achieve meaningful, positive change for children, young people and families. Our ability to accomplish this and to become an employer of choice, is dependent on the competence and professionalism of those we recruit who are aligned to our values and behaviours.
We are committed to achieving a diverse and representative workforce reflecting the communities we work in and their diverse backgrounds. We aim to achieve this through creating equal access to vacancies and ensuring recruitment processes are fair and consistently applied to applicants from all backgrounds.
Barnardo’s Recruitment and selection policy statement sets out our key standards for recruitment and selection and reflects regulatory and legislative requirements, ensuring a safe, fair and effective recruitment and selection process.
Vacancies which are not filled in advance via the redeployment process are notified to the People Partnering/Recruitment Team for inclusion on Barnardo's Careers Site and colleagues who wish to be considered for these must apply via this process.
Barnardo’s operates a prior consideration for redeployment scheme for colleagues affected by organisational change which sets out the levels of priority for suitable alternative work. Please refer to Barnardo’s Redundancy and Significant Change Policy and Frequently Asked Questions for full details of the scheme, see Managing redundancy and organisational change on Inside Barnardo’s.
The world of work has changed. We are continually working to understand what works best for our colleagues, both current and future. We embrace this new way of working. Our Offer is built around three areas:
1. People - based on trust, flexibility, and transparency
2. Technology - investment in modern and appropriate hardware and software that enables interaction and collaboration in a virtual environment.
3. Space – ensuring you have safe and effective places to perform your role. This may mean working at one of our stores, services, at home, at one of our Collaboration Hubs or any combination of these.
We understand our Hybrid Workplace Offer means different things to different people, and we encourage colleagues to engage in conversations with their line manager about what the offer means to them and to embed a hybrid approach wherever possible. This may mean working at one of our stores, services, at home, at one of our Collaboration Hubs or a combination of these.
As a UK based charity, Barnardo’s require colleagues to be UK residents, based in the UK and to complete their roles from within the UK (with the exception of colleagues providing Barnardo’s services in Jersey and colleagues who live in the Republic of Ireland providing services in Northern Ireland). Working outside of the UK can trigger all sorts of tax, social security, and other legal implications for both colleague and Barnardo’s, and therefore we will only consider such requests in very exceptional circumstances, and only on a short-term, temporary basis to deal with a serious personal or family emergency.
Before any work from a location outside of the UK is undertaken, new requests by colleagues to work from a location outside of the UK for a short period of time to deal with a serious personal or family emergency must be discussed with their line manager in the first instance. Prior to such requests being considered and approved at Executive Leadership Group/Executive Leadership Team level (as appropriate), colleagues wishing to make such a request should consider any business implications, as well as any financial and legal considerations of working remotely while abroad on a short-term, temporary basis to ensure that they remain compliant with any local laws.
All decisions will be made on a case-by-case basis following an assessment of any business implications, legal considerations, including employment law, tax, IT, data protection and health and safety.
All costs related to work undertaken abroad including seeking professional advice will be the responsibility of the colleague and will not be reimbursed by Barnardo’s.
Where any such request is declined, this decision will be final and there will be no right of appeal. Colleagues in this instance may wish to explore other options such as requesting annual leave, a period of unpaid leave or extended leave. These requests should be made to the line manager. Please refer to the links below for further information:
Additional leave (paid and unpaid) policy