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Maternity Support

The University of Manchester is committed to ensuring equality and diversity across the organisation.

This section is for parents-to-be, parents and carers.

Maternity Leave

The Maternity Leave Policy details the leave and pay available to employees having a baby. Your entitlement is subject to your length of service and your contract. Information on Keeping in Touch (10 paid days during leave to allow you to keep in touch with developments at work) is outlined in the policy and you should also read the KIT days document in conjunction with the Maternity Leave Policy. 

Please download the Maternity Leave Forms which includes

  • Form ML1 - Notice of Intention to take Leave - to be completed no later than the end of the Qualifying Week (i.e. 15th week before the expected week of confinement). 
  • Form ML2 - Pre-Maternity Leave Checklist
  • Form ML3 - Return to Work Interview Checklist
  • Form ML4 - KIT Days Record

You would receive your Occupational Maternity Pay entitlement and then you would transfer onto Statutory Maternity Pay for any remaining period. Usually this is 6 months full pay and 3 months statutory.

There is a separate policy for adoption leave, parental leave and for paternity leave.

Family-friendly policies include: flexible working, career break, and special leave.

Find out more about family-friendly support from the University including childcare initiatives to help reduce costs; a salary exchange scheme for paying for childcare, childcare vouchers and two on site nurseries (Dryden Street Nursery and Echoes Day Nursery).

Fixed term Contracts

Your entitlement of leave and pay is subject to your length of service and your contract – please see the Maternity Leave Policy. Again information on Keeping in Touch is outlined in the policy and should be read alongside the KIT days document. Please also see the RCUK Briefing on Maternity, Paternity, Shared Parental and Adoption Leave

What happens if your fixed term contract ends whilst you are on maternity leave?

You would receive your Occupational Maternity Pay entitlement until the end date of your contract and then you would transfer onto Statutory Maternity Pay for any remaining period.

Example: Contract ends on 31 Dec, maternity leave starts on 1 Sept … entitled to 4 months at full pay (OMP) and then 5 months at SMP (rather than 6 and 3).

What happens to your position whilst you are on maternity leave?

There are a number of scenarios which are largely dependant on the funding stream.

1. No cost extension – if the research council/industrial sponsor funding the research can ‘wait’ then the project can be ‘frozen’ for 6 months – the researcher will receive their Occupational Maternity Pay entitlement during this time period and return to work to complete the ‘frozen 6 months’ plus the remainder for the contract

Example: Contract starts 1 Jan 2013 for 18 months (ends 30 June 2014). Maternity leave starts on 1 Sept 2013. Project frozen for 6 months, employee returns on 1 March 2013, and contract now ends 31 Dec 2013.

2. Back-fill post – if the research cannot ‘wait’ then the project can be back-filled for 6-months by a replacement – the researcher will receive their Occupational Maternity Pay entitlement during this time period and return to work to complete the remainder for the contract

Example: Contract starts 1 Jan 2013 for 18 months (ends 30 June 2014). Maternity leave starts on 1 Sept 2013. Employee returns on 1 March 2013, and contract still ends 30 June 2014.

What happens after you return to work following maternity leave and your contract ends?

You are treated exactly the same as other fixed term researchers:

  • If you have <4 years of continuous service then you are placed on the redeployment register
  • If you have >4 years of continuous service (with at least one renewal of contract) you are deemed to have an open-ended contract underpinned by funding. You are placed on the redeployment register but have additional benefits including a 3 month extended notice period where you are paid for a further 3 months at the end of your contract in the hope you are able to secure additional work.

There are some fellowships and bursaries specifically aimed at encouraging those who have had career breaks to return to work: See Fellowships Section

Returning to Work from Maternity Leave

Why not join the University Staff Network Group? Find out more about the Peer Support Group for Women Returning from Maternity Leave

Book through the STDU: training catalogue (code TP60) 

2014 dates: 21 January, 3 April, 20 May, 26 June, 23 July from 12.30pm to 2.00pm including lunch.

Family-friendly policies include: flexible working, career break, and special leave.

Find out more about family-friendly support from the University including childcare initiatives to help reduce costs; a salary exchange scheme for paying for childcare, childcare vouchers and two on site nurseries (Dryden Street Nursery and Echoes Day Nursery). From May 2015 childcare costs incurred to allow researchers with childcare responsibilities to attend conferences and research visits are tax exempt. See the HMRC and this statement.  

Breastfeeding or milk expressing. Jean McFarlane Building Rooms G.315, G.316 and G.317 – all on the ground floor all have frosted glass in the door and can be locked from the inside so that they can be used for breast feeding. They also have a fridge in the room behind Reception that can be used for storing milk. Please just call into reception in the Jean McFarlane Building if you wish to use a breastfeeding room. Campus Map

Would taking maternity leave affect my chances of having an academic career? See the careers pages of the University of Manchester website for personal stories demonstrating is it possible to have a family and successful career.