Further information about staff leave is listed below,
Parental leave policy and procedure
Time off for emergencies involving a dependant
Members of staff are allowed paid leave for two days for the death and attendance at the funeral of immediate family members, other close relatives or other people with whom they had a close continuing relationship. If members of staff are responsible for making funeral arrangements, up to a total of five working days\' paid leave for planning and attendance may be given. Applications for all compassionate leave in these circumstances should be made to line managers. Line managers may exercise discretion in approving compassionate leave above the normal allowance as each request needs to be judged on the circumstances of the case - such discretion should be exercised in consultation with their HR Partner.
Paid leave may also be given when a close relative is terminally ill or when, in the absence of other nursing arrangements, members of staff are responsible for care. The total amount of leave should normally be not more that 15 working days. If members of staff need to apply to their line manager for such leave, wherever possible they should do so in advance.
The Parental Leave Policy and Procedure can be found here. For further information or advice, please contact your HR Adviser.
Support Staff may apply for unpaid leave in certain circumstances, for example unpaid leave can be requested for periods of exam revision, personal issues etc. This leave must have the full support of your Head of Department and Manager. A request to work flexibly form should be sent to the HR Division, briefly explaining the reasons for the leave and the period of leave requested. The application should be made as soon as possible. Please refer to our guidance on requests for flexible working for further information.
The main carer for the dependant (defined as the individual\'s parent, partner, child or someone who lives as a family member) can apply for time off to deal with an emergency involving a dependent for the following reasons to:
provide assistance when a dependant falls ill, gives birth or is injured or assaulted
to make arrangements for the provision of care for an ill or injured dependant
because of the unexpected disruption or termination of arrangements for the care of a dependant
to deal with an incident that involves their child and occurs unexpectedly while the child is at school/other educational establishment
Also, time off can be agreed for care of a person who is not a dependant but relies on the employee if suddenly ill or injured.
Information on the statutory right to take a reasonable amount of unpaid time off to deal with certain unexpected or sudden emergencies and to make any longer term arrangements is available on directgov.gov.uk and businesslink.gov.uk
Paid time off
Up to two discretionary paid days a year for circumstances not covered by compassionate leave. (Compassionate leave may be given when a close relative is terminally ill or when, in the absence of other nursing arrangements, the employee is responsible for care. The total amount of leave should normally be not more that 15 working days. If an employee wishes to apply to their line manager for such leave, wherever possible they should do so in advance).
Requests for annual leave can also be made.
Unpaid time off
Requests for additional unpaid leave can also be made.
Short-term flexible working
As an alternative to taking paid or unpaid time off, employees could request arranging to work additional hours on another day e.g. where time off is less than half a day or changing working patterns e.g. working from home or swapping lectures or shifts.
Notification and documentation requirements
A request for time off to deal with an emergency should be made to the manager at the start of the working day and followed by a brief written explanation with a copy sent to HR Services. It is understood that there may be situations where it may not be possible for the employee to provide notice of time off, should this be the case, the employee, or where this is not possible, someone on their behalf should inform the manager.
It is the responsibility of the person and the manager to keep a record of any time off agreed and taken.
Please contact your HR Adviser if you have any queries.