Agile and hybrid ways of working
An agile approach to work is at the core of our ethos, strengthening our employee value proposition, and giving our people the flexibility they need to work at their best while ensuring teams are connected and effective, even across the globe. Our team members have the freedom to flex their working location and hours to best meet the business, team, customers, and life needs.
We are acutely aware that flexible working hours and working remotely can mean the boundaries between work and personal time can blur. That is why we champion everyone’s “Right to Disconnect” and have created an environment where team members can disconnect from work, outside of normal working hours and during leave.
Remote working was ranked the most favourable aspect of working at Hostelworld in our annual employee engagement survey. Our hybrid approach does not mandate set days in our office environments but instead sets remote working as the standard and brings people together in-person to collaborate where it’s truly valuable.
We have provided an overview of some of our key policies to support the needs of our people.
Wellbeing Leave Policy encourages employees to take up to three days leave to focus on their mental and physical health, in addition to our Annual Leave policies.
Volunteering Leave Policy allows employees 5 days volunteering leave per year to engage with and contribute to their communities to share their time and talents with recognised charities. We’re committed to Building a Better World through serving the communities in which we live and work. With that in mind, we provide volunteering opportunities for team members to support the causes they believe in.
Agile Working Policy supports flexible work arrangements and enables employees to work in ways that suit their roles and personal circumstances while maintaining productivity.
Individual policies for Fertility, Parental, Maternity, Paternity/Adoptive and Surrogacy Leave offer competitive leave to those growing their families.
Menopause at Work Policy offers support and accommodations for employees directly or indirectly experiencing menopause, aiming to foster an understanding and inclusive workplace.
Domestic Violence Leave Policy offers up to 10 days leave to employees affected by domestic violence or supporting a dependent, for their safety and well-being.
Compassionate Leave Policy allows employees to take leave during difficult personal times, such as the loss of a loved one, as well as up to 15 days leave for those affected by pregnancy loss.
Working from Abroad Policy allows employees to work from other locations for up to 30 working days per year, giving them an opportunity to combine travel and work, under certain conditions. This policy was designed to complement our flexible approach, so working hours can be altered to suit different time zones. The 30 days can be used across multiple trips within the year and can coincide with annual leave to allow for a little extra exploring when travelling.
Career Break Policy allows employees to take up to one year extended unpaid leave for personal development, travel, or other significant pursuits, with a path to return to their role.
In addition to the above we also have policies to support learning, working from home, wellbeing, wedding leave, equal opportunities, inclusion and diversity, dignity and respect. We also ensure supports when things aren’t going well, such as sick leave, grievances and disciplinary issues.
