1-19 Torrington Place
9th and 10th Floors
London WC1E 7HB
Tel: +44 020 7679 1843
- Enhanced Maternity Pay
- Enhanced Adoption Pay
- Enhanced Paternity/Partner’s Pay
- Work Life Balance Policy - Facilitating Flexible Working
- Workplace Nursery
- Childcare Vouchers Scheme
- Leave for Domestic and Personal Reasons
- Advice on Childcare, Eldercare or Disability Care
UCL offers a generous Maternity Leave package for the sector regardless of length of service. Staff can apply for a maximum of 52 weeks maternity leave, consisting of either:
a) 18 weeks full pay plus 21 weeks statutory maternity pay and 13 weeks unpaid
b) 9 weeks full pay followed by 18 weeks half pay, 21 weeks statutory maternity pay and 13 weeks unpaid.
In addition to the provisions of this policy, UCL's Gender Equality Scheme provides for one term of sabbatical leave without teaching commitments for research active academics returning from maternity leave.
An adoptive parent who is the main carer is entitled to the same provision in terms of service requirements, pay, leave, return to work etc. that they would have received under the UCL maternity leave agreement.
UCL offers staff paid leave of up to 20 working days (4 working weeks). This can be taken any time from 3 months before the expected week of childbirth to 3 months after the actual date of birth (or the date of adoption in the case of adoptive parents). Paternity/partner's leave does not have to be taken at one time and can be spread over the 6 month period.
Partners can include same-sex partners, they do not necessarily have to have registered under the Civil Partnership Act 2005.
UCL acknowledges that its staff are most productive when they have achieved a work-life balance that enables them to meet their responsibilities outside work. There is a comprehensive list of options available to staff at UCL which includes flexitime, annualised hours, term-time working, shift working, rota working/staggered hours, job share, job splitting, part-time working, compressed hours, career breaks and planned remote working. Requests for flexible working need to follow a process as outlined in the Work Life Balance policy before they can be agreed.
UCL provides a well-equipped and professional workplace nursery situated within Bloomsbury and a few minutes walk from the main campus. This is available to all staff and students at UCL, although places are limited and more information about the Day Nursery and its fees, can be obtained by email email@example.com .
UCL also operates a Salary Exchange Scheme for staff who have their children in the nursery, which enables staff to exchange a proportion of their salary tax free in order to pay for the nursery fees.
If either you or your partner are working parents with children, there are ways you can save money through the Childcare Voucher Scheme. The scheme enables you to purchase child care vouchers by means of salary sacrifice from your UCL salary. Vouchers are Tax and National Insurance exempt for the first £55 per week of your childcare costs . This could save you hundreds of pounds a year (guidelines indicate that the saving is between £900 and £1,100), depending on your salary and childcare costs.
UCL offers a number of generous leave arrangements which cater for many different kinds of situations that may occur to staff in their life outside of work. These can include: medical appointments, bereavement leave, carers’ leave, leave for urgent and other domestic crises, religious and cultural observance, time off to visit relatives abroad.
UCL staff can receive advice on Childcare, Eldercare or Disability care through the Employee Assistance Programme.