Working Hours and Flexible Working:
All full time new entrants to the NSTA will work a 37 hour week.
We offer a wide variety of different types of flexible working – examples range from staff working a flexi hours system (this is where you track your hours each day and can get time off in lieu of extra time worked), compressed hours (a more formal arrangement - it allows you to work longer hours within a set period in return for days off, for example working nine longer days in return for the tenth day off in lieu), to home working on regular days (e.g. staff working at home every Tuesday or more). There is also the ability to work at home on a very ad-hoc basis. Job Sharing (subject to what job - two people who split one job). Part Time (Working less than full-time hours, usually by working fewer days). Staggered Hours (The employee has different start, finish and break times from another worker). Phased Retirement (Default retirement age has been phased out and older workers can choose when they want to retire. This means they can reduce their hours and work part time). Whilst flexible working brings clear benefits, it must always be balanced with business requirements.
A hybrid working arrangement is an informal flexible working arrangement which allows employees to split their working time between the workplace and an agreed remote working location, such as their home. Hybrid working arrangements will differ depending on the nature of an employee’s role, duties and responsibilities and so are discretionary and subject to agreement with their line manager.
The employee’s contract will normally designate a single place of work. This will be the place they normally attend for work when they are not working from home. All employees, regardless of how frequently they work remotely, will be expected to meet the cost of travelling from their home to their workplace. This includes days when they are asked to attend the office outside of their agreed hybrid working pattern. The NSTA’s plan for hybrid working includes an expectation for staff to spend 40% of their time in the office as a minimum.
Annual leave gives the opportunity to enjoy time away from work. Therefore, we provide a generous annual leave allowance. All new entrants to the NSTA will be entitled to 25 days annual leave, rising to 30 days, plus 4 fixed and 4 flexible bank holidays per year. The NSTA offers all staff the opportunity to either “buy” or “sell” up to five days annual leave per year (pro rated for part time staff).
Carers and Special Leave:
We offer comprehensive leave and benefits for parents and carers. Providing you meet the eligibility requirements the support available includes:
- Maternity Leave – 52 weeks leave (26 full pay, 13 half pay and 13 no pay)
- Paternity Leave – 2 weeks on full pay
- Shared Parental Leave –allows eligible parents the choice to end the mother's maternity leave and pay, or the primary adopter’s adoption leave and pay early, and share the untaken balance with the father or secondary adopter.
- Adoption Leave – 52 weeks leave (26 full pay, 13 half pay and 13 no pay)
- Parental Leave – 18 weeks unpaid leave (up to a child’s 18th birthday)
- Special Paid Leave – up to 5 days within any 12 month period for unplanned domestic emergencies.
Employee Assistance and Wellbeing:
We also offer an Employee Assistance Programme. From time to time we all encounter significant life events or milestones for which extra help and guidance can make all the difference. These milestones can range from buying a home, to having children, to dealing with bereavement, relationship difficulties, legal or financial concerns. It may be that you would like to improve some aspect of your life or achieve a better work-life balance.
In addition to regular health and wellbeing initiatives we also work closely with our Health and Social Committee who organise events and activities across the NSTA whilst working to maintain our Healthy Working Lives accreditation.
- Support with childcare costs is available via the government scheme 'Childcare Choices'
- Staff have the opportunity to apply for two days volunteering leave to support activities or projects within the community.
- If you travel to work by public transport and/or as part of your journey to work need to pay for the parking of your car or bike, you can apply for an advance to help you buy a season ticket. The advance is paid as a lump sum payment in your pay and is recovered in equal amounts from your pay over the length of the ticket.
- Cycle to Work is an initiative under the Government’s Green Transport plan that enables employees to get a bike completely tax free. Under the scheme, employees can hire a bike from their employer to use to cycle to work. The cost of the bike is recovered from the employee’s salary over 12 months and the deductions are made prior to the calculation of Tax and National Insurance. Full details of the scheme are available here.
- We have signed-up to the Tech Talent Charter as we promote inclusion and diversity across the NSTA team and across the oil and gas industry. We are committed to having diverse teams across our Digital, Data and Information Technology teams, and the organisation as a whole.
- Boundless by CSMA – As the largest private home, motoring and leisure organisation in the UK, Boundless is able to offer its members huge savings on everyday purchases.
- Foryoubyyou, the charity for existing and former Civil Servants – provides financial assistance, care placement, advice, offers, information and advisory service for its members.
- For a monthly fee employees can access the Civil Service Sports and Leisure Club.
- Benenden Healthcare – provides healthcare and wellbeing services