Maternity Toolkit
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DOCUMENTS |
NOTES/ELIGIBILITY |
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BEFORE MATERNITY LEAVE |
Details the leave and pay available to employees having a baby. Details about leave entitlement for partners |
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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 for use by expectant mothers and their line manager |
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Risks to new or expectant mothers could include working conditions or processes (such as standing for long periods) and physical, chemical, biological or radiological agents. Advice should be sought from Occupational Health. This is included in Form ML2 and covered in the Maternity Leave Policy (Section 11). |
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BEFORE/ |
Ten paid days during leave to allow you to keep in touch with developments at work. These are to be agreed prior to maternity and used as agreed during maternity leave. Ensure the ML4 Record is completed and use the document in conjunction with the maternity leave policy. |
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Notice to Return to Work |
If you wish to return to work before 52 weeks you must provide at least 8 weeks’ notice in writing to your line manager and HR Services. Completion of this information on Form ML1 is NOT enough. If you wish to end your maternity leave before 52 weeks to take Shared Parental Leave you must provide at least 8 weeks’ notice in writing to your line manager and HR Services |
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Also see the Additional Support Section below so you are aware of the support available to you |
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AFTER LEAVE |
Breast-feeding rooms |
Jean McFarlane Building Rooms G.315, G.316 and G.317. Fridge available in the room behind Reception for storing milk. Please just call into reception to use a breastfeeding room. |
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Form ML3 - Return to Work Interview Checklist Form ML4 - KIT Days Record (to be completed when you return to work so payment can be made) |
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ADDITIONAL SUPPORT |
Support Networks |
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Information about 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 HMRC and this statement. |
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University-wide Staff Network Group to share experiences and offer support. Monthly sessions. |
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Family friendly policies to support working parents balance work and home life. |
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Policy and guidance to support working arrangements which vary from standard practice. Employees must have more than one year continuous service at the University and must not have made a previous flexible working request in the last 12 months. |
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Details about sharing your maternity leave with your partner. |
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Unpaid leave to care for a child (up to 18 years old). Maximum leave 18 weeks; employees must have more than one year continuous service at the University. |
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Available to staff who wish to take extended (unpaid) leave for family reasons. Maximum leave 2 years; employees must have more than two years continuous service at the University. |
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Up to five days leave per year for a domestic crisis. |
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There are some fellowships and bursaries specifically aimed at encouraging those who have had career breaks to return to work |
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Personal stories demonstrating it is possible to have a family and successful career. |
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