Adoptive leave is available to members of staff who have been notified, by an approved adoption agency, of a match with a child for adoption and the date on which the child is due to be placed with the member of staff for adoption is on or after 5 October 2008.
The career break scheme enables members of staff to take an unpaid break from their career for a range of purposes such as domestic or caring responsibilities; further education; or any other reason that the University considers to be appropriate under the remit of the scheme. Applications should be made to the Head of School/Director.
Childcare Voucher Scheme
Queen's University Belfast, in conjunction with Employers for Childcare has introduced,
Information about the Childcare Voucher Scheme can be found here.
Dependant leave provides a member of staff with an immediate, short-term, and limited period of time-off, to deal with unforeseen emergencies, crises relating to dependants or the death of a dependant/relative.
The Employment Act 2002 gave all eligible employees, with children under six or disabled children under eighteen, the statutory right to request a flexible working pattern. The Act also placed a statutory duty on all employers to consider requests seriously. From 6 April 2007, the Work and Families (NI) Order 2006, extended the statutory right to request a flexible working pattern to eligible employees who care for certain adults.
In addition to compliance with its statutory duty, the University extended the provision to allow all employees, who have worked continuously for the University for 26 weeks, the right to apply to work flexibly, thereby enabling them to better balance work and home life. The University will give serious consideration to all requests.
Requests to work flexibly may include a change to hours worked or a change to the working pattern. Part time and job share working are examples of flexible working opportunities provided by the University. In addition, many schools provide arrangements for informal flexible working arrangements - these should be discussed with your line manager or Head of School.
Parental leave enables members of staff to take time off work to look after a child or to make arrangements for the child’s welfare.
Paternity leave gives eligible members of staff, following the birth of a child or the matching and placement of a child for adoption, the statutory right to paid leave to care for the child or support the mother. The University gives eligible members of staff 15 days fully paid paternity leave to be taken within 4 months of the birth of the child.
Full details regarding all of these university policies and the respective application forms can be found by clicking here.