Policies and Support for Carers (Internal)

The University offers several policies to help staff balance work and caring responsibilities:

Carer’s Leave (Special Leave Policy)

From 1 April 2024, the University is introducing a new entitlement of up to 5 days (pro rata) unpaid carer’s leave per year under the Special Leave Policy. This entitlement is in addition to the other leave options outlined below, including Time off for Dependants which can be used to deal with emergency situations involving care for dependants.

Carer’s leave can be used to provide or arrange care for dependant who relies on you for care.  A dependant does not need to be a member of your immediate family.  It could, for example, be an elderly neighbour.  The individuals cared for must have a long-term health need (this can include issues relating to old age).  A long-term health need could also be a life limiting illness.  In these circumstances, Compassionate Leave may also be considered under the University’s Special Leave Policy.

Flexible Working

Flexible working usually involves requests for permanent changes to working patterns but it is also possible to ask for temporary or rolling requests to be considered to help carers through difficult situations. Under this policy, for example, carers may request:

• Temporary or permanent adjustments to working patterns (e.g., a reduction in hours could be adopted for a 6-month period initially to allow a Carer to have more time for caring responsibilities).
• Reduced or annualised hours (the arrangement could be reviewed after the initial agreed period and either extended or concluded depending on a carer’s circumstances).
• Arrangements reviewed and adapted as circumstances change.

The above are examples that have been adopted within the University. Other options can be explored with HR in the first instance. Before contacting HR, please consult the Flexible Working Policy.

Reasonable Adjustments Policy

The University’s Reasonable Adjustments Policy helps staff identify and request changes that remove barriers at work. While created for disabled, deaf, neurodivergent or chronically ill staff, carers may also benefit where their caring role affects their own health and/or wellbeing. In such cases, adjustments—like altered hours or modified duties—can be explored with support from the Staff Disability Advice Service.

If a carer needs time off to care for their child up to the age of 18 the Parental Leave Policy may be of assistance. A parent may take up to four weeks unpaid leave a year to care for a child (up to 18 weeks in total). 

Time off for Dependents

Time off for dependents can be given to help a carer cope with the immediate impact of emergency situations.

The University provides up to 10 days’ paid leave per calendar year (pro rata for part time employees) to help employees cope with unforeseen problems affecting people that they have responsibility for (dependants).

In certain situations, employees may apply for special leave which is available for exceptional or unforeseen circumstances not covered by other policies. This might include compassionate leave or bereavement leave.

Employees should speak to their line manager and/or HR for advice but all requests will be treated with sensitivity.