Paid leave to support carers

Colleagues with caring responsibilities will now be able to claim up to a week of paid leave a year, promoting a sustainable balance for working caregivers at the University. 

New regulations came into force on 6 April 2024, and gives employees with ongoing responsibilities for dependents with long term care needs the right to take leave in order to provide or arrange care.

A dependent is defined as

• a physical or mental illness or injury that means they’re expected to need care for more than 3 months
• a disability (as defined in the Equality Act 2010)
• care needs because of their old age

The University Executive Board has agreed that this leave should be paid, exceeding the legal requirements and reflecting a commitment to promoting a healthy work-life balance and supporting colleagues.

Leave can be taken as full or half days and does not need to be taken as consecutive days. Part time employees’ leave will be pro-rata'd according to their working hours.

A new University policy outline the full eligibility requirements. For more information making an application for paid leave or responding to a request as a line manager, visit the HR website or contact your HR Advisor or Partner.

Other updates

University policies and guidance in other areas have also been updated in response to new regulations.

Amendments to Flexible Working Requests (effective 6 April 2024)

The key reforms are outlined as below and will be incorporated into the Flexible Working Procedure as they do not significantly amend the practice the University already adopts.

• The right to request flexible working applies from day one of employment (the current procedure states that all flexible working requests will be considered, but sets out the statutory right from 26 weeks’ service)
• Allow employees to make two flexible working applications in any 12 month period (the current statutory right is for one application every 12 months)
• Require employers to consult with the employee before refusing their flexible working application
• Require employers to respond to flexible working requests within 2 months

Amendments to Ordinary Childbirth/Adoption Support Leave (effective 8 March 2024)

There were amendments to the regulations for Paternity Leave (named Ordinary Childbirth/Adoption Support Leave at the University to recognise the applicability of this leave beyond those with a paternal relationship). The University offers the enhanced provision of four weeks’ leave, where the statutory requirement is for two weeks’ leave for this purpose.

There were minor changes

• the period within which this leave must be completed is extended from 56 days to 52 weeks from the date of birth or placement of the child