Guidelines for Leave for Work, Life, Family and Carers Responsibilities
Different forms of paid and unpaid leave are available to support staff in various circumstances. Most leave provisions are subject to employment agreements and legislation - it is important that staff and managers are aware of these regulations.
If a staff member is in a situation that falls outside the categories of leave listed below they should consult their manager/HoD and/or Human Resources staff.
Annual leave is covered by various collective agreements. It is important for staff members’ health and well-being to have time for recreational or leisure activities and spend time with their friends and families.
Staff are entitled to paid sick leave; the amount is calculated according to length of service. Part-time staff are granted sick leave on a pro-rata basis.
In the General Staff Collective Agreement a maximum sick leave of nine paid days per annum is granted to general staff.
In the Academic Collective Agreement sick leave of up to three weeks is administered at departmental level.
The employer may require an employee to undergo a medical examination to confirm they are fit for work, or require a medical certificate to cover absences of more than five days. Sick leave can be used to care for a dependent relative. The University seeks to support all staff requiring sick leave as far as practicable.
Under certain approved circumstances a staff member may take leave without pay. It may be used, for example to accompany a partner on his/her overseas research and study leave.
This is a special provision which can be granted with or without pay. It is possible that it could be provided to a general staff member whose sick leave was used up. It could also be used to cover unusual or emergency situations.
