In order to improve the work-life balance of staff, the University has a number of family-friendly policies that aim to make working as easy as possible for those with, or about to have, family responsibilities.
Maternity leave is available for all pregnant employees in accordance with the University's Maternity policy (PDF - 128KB).
Those taking maternity leave must notify their line manager and the relevant HR Partner/Adviser of their pregnancy, the date their baby is due and the date on which they intend to commence maternity leave at least 15 weeks before the baby is due. This notification should be in writing. A Maternity Leave Notification Form is available for this purpose.
A specific New and Expectant Mothers Risk Assessment (MRA1) form must be completed by the Line Manager. There is a Safety Code of Practice: Maternity produced by Health & Safety Services to guide through this process.
To claim payment for KIT Days, complete the KIT Days form and pass for authorisation by the Head of School or Department.
Adoption leaveAdoption leave is available for employees who meet certain qualifying criteria in accordance with the University's Adoption Leave Policy (PDF - 139KB) . You must notify your line manager and the relevant HR Partner/Adviser of your intention to adopt within 7 days of the date on which you are matched with a child, and at least 4 weeks before you want to start receiving Statutory Adoption Pay. Within this notification, you must confirm the date on which the child will come to live with you and the date on which you intend to commence your Adoption Leave – this will be either the date the child comes to live with you or a date up to 14 days before the expected date of placement. This notification should be in writing. An Adoption Leave Notification Form is available for this purpose.
Childbirth/adoption support leave (formerly paternity leave)
The University's Occupational Childbirth/Adoption Support Scheme (formally known as Paternity Leave) provides enhanced benefits to those contained within the statutory provisions.
- Ordinary Childbirth/Adoption Support Leave Policy
- Ordinary childbirth-adoption leave form (Word - 37KB)
Parental Leave is a statutory right available to employees with dependent children enabling them to take time off, in addition to paid leave, to look after a child or make arrangements for their welfare.
Shared Parental Leave
Shared Parental Leave (SPL) is a statutory right available to employees who are expecting a child to be born or placed for adoption (whether through birth, adoption or surrogacy). It provides the option of sharing up to 50 weeks of leave and 37 weeks of pay if they meet the necessary eligibility criteria. Further details on Shared Parental Leave and Shared Parental Pay can be found in the Shared Parental Leave Policy.
Shared Parental Leave cannot commence until the mother/adopter has either returned to work or given notice of the date her period of maternity/adoption leave will end. It is important that the University is given the correct notifications at the correct time when requesting Shared Parental Leave. Below are some sample letters and forms which can be used for notification purposes.
- Sample Maternity Leave Curtailment Notice (Word-15KB)
- Sample Notice of Entitlement and Intention to take Shared Parental Leave (Mother/Adopter) (Word-19KB)
- Sample Notice of Entitlement and Intention to take Shared Parental Leave (Father/Partner/Co-Adopter) (Word-19KB)
- Sample letter requesting dates for Shared Parental Leave (Word-15KB)
- Sample letter requesting cancellation or variation to agreed Shared Parental Leave dates (Word-15KB)
To claim payment for SPLiT Days, complete the SPLiT Days Form and pass for authorisation by the Head of School or Department.
Supporting Staff returning from Maternity, Adoption or Shared Parental Leave
The University is committed to supporting the leave and successful return to work of individuals following periods of Maternity, Adoption or Shared Parental Leave. As such, the University Executive Board decided that Schools and Functions should be full reimbursed for the salary costs of staff taking maternity, adoption and shared parental leave; and that part of this reimbursement be used to support the staff member on their return to work. Further information can be accessed here.
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