The University of Manchester is committed to ensuring equality and diversity across the organisation.
This section is for parents-to-be, parents and carers.
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 ML/ALD3 - Return to Work Interview Checklist for Maternity, Adoption and Shared Parental Leave
- Form ML/ALD4 - Keeping In Touch (KIT) Days Record (Maternity and Adoption Leave)
Please check the Maternity Leave Policy or speak with HR about how much pay you should expect to receive. Most staff would qualify to recieve Occupational Maternity Pay (OMP) entitlement for 6 months, which at the University of Manchester is full pay. You would then transfer onto Statutory Maternity Pay (SMP) for 3 months, with the option to take an additional 3 months unpaid.
HR have produced two guidance documents, one for staff and one for Managers. Please click on the image to access the relevant guidance booklet
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.
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 three-month extended notice period where you are paid for a further three months at the end of your contract in the hope you are able to secure additional work. If you are unable to secure work during this extended notice period, then you can remain on the Redeployment register for a further three months unpaid.
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 Staff Learning and Development Training Catelogue
Please click on the links below to access the policies
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
Shuster Building - Welfare and First Aid Room located in the basement. Has a lockable door with 'Engaged' sign.
Student's Union - 2nd Floor (up spiral staircase) you will find a 'Safe Space'. It is lockable from the inside and has comfortable seating.
Your School/Building may have its own local arrangements for breast feeding or expressing, please contact your Line Manager or HR for further guidance.
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.