Other leave
Adoption Leave
The University Maternity Leave Agreement does not cover adoption leave. Nevertheless, the University is generally able to extend the benefits of the UMLA to those wishing to adopt, provided that you give advance notification of your intention to adopt, and having regard also to the rules of the adoption agency or local authority regulating the adoption.
Fostering Leave
Applications for special leave from those who are intending to foster a child will continue to be given, in the light of individual circumstances, and provided that you give advance notification of your intention to foster and having regard also to the rules of the fostering agency or local authority regulating the arrangement.
Dependent Care Leave
There is a statutory provision for employees to take a reasonable amount of unpaid time off work to deal with family emergencies, and to make any necessary longer-term arrangements. Managers should be aware of this entitlement, and should seek advice from Human Resources as to its application. Staff must notify their manager as soon as possible of the reason for the absence, and how long it is expected to last. In many instances it may be possible to obviate the need to take unpaid leave by re-arranging working hours, using flexitime (where appropriate) and so on.
Compassionate Leave
Three days' paid leave may be granted to staff who have suffered the death of an immediate family member (generally defined as mother, father, spouse, partner, son or daughter, or any person living as a member of the employee's household).
Up to five day's paid leave may be granted if the employee is responsible for organising the funeral arrangements of the deceased person.
Staff needing to attend the funeral of a relative will normally be allowed reasonable time off with pay - up to a maximum of one day - by arrangement with their Head of Department.
Other Leave Requests
Discretionary leave - paid or unpaid - may be given in response to particular circumstances not covered by the above provisions. Staff should approach their managers in the first instance, who will - if appropriate - refer the matter to the Head of Department. Guidance should then be sought from Human Resources.
