This page includes FAQs on/for the following:
We have followed all PHA advice and guidance and are communicating regularly with our staff and students. The University's Major Incident Team is overseeing coordination of all relevant activities and liaison with PHA.
The Major Incident Team have implemented a number of measures to reduce the risk of spread within the University including the following. There is more information regarding these measures elsewhere on this page.
Beyond the measures announced, the University remains open in accordance with guidance from the Public Health Agency. We are monitoring the situation closely and we continue to provide as much advice, care and support as we can to our University community.
Further updates will continue to be issued on this FAQs website and by email.
We understand you might be worried about Covid-19 and that being asked to stay at home or avoid other people can be difficult or stressful. There are lots of things you can try that could help your wellbeing. Examples include:
For more information about how you can take care of your mental health and wellbeing during the Covid-19 break please visit our Staff Wellbeing page.
If you are feeling overwhelmed, you can contact Inspire, the University’s confidential employee assistance programme, or talk to your line manager.
Inspire can provide you with advice on a range of topics, and, if needed, will also provide counselling support. This service is completely confidential, available 24/7 and is free of charge to all employees.
Staff can call the Freephone number 0800 389 5362 at any time of the day or night, seven days a week.
Some of the areas Inspire can help with are listed below - but this list is not exhaustive so please call no matter what you need advice/support on:
They have also developed an online platform, which provides a wealth of online wellbeing resources for you to access and read at your own pace. Please click here for more information.
Balancing your caring responsibilities with working from home is challenging, and we know that you may not be able to commit to carrying out a full or 'normal' day of work in these circumstances. If you’re struggling, contact your line manager and let them know about the challenges you are experiencing so that the University can best support you.
The University acknowledges the complexities of looking after dependants during these times and would encourage the use of adjusting your working pattern (where possible) to allow you to support your family in the best possible way.
Dependant Leave may be used, with the agreement of your line manager, in circumstances where a member of staff is not able to work from home due to the need to care for young children or other dependants.
The entitlement to Dependant Leave has been extended to a maximum of 2 working weeks (14 calendar days pro-rated for part time staff) on full pay only where staff are unable to do any work at all.
There is additional information on our Staff Wellbeing page in relation to talking to your children about Covid-19, as well as homeschooling and childcare resources (developed by Queen’s Gender Initiative and QUB Childcare respectively).
Working from home in the current environment isn’t normal, and it’s ok if it doesn’t feel normal but there are things you can do to help. It is particularly important to take regular breaks and maintain positive wellbeing when working from home.
Make sure to get up and move at least every 25 minutes – getting outside, some fresh air or even just undertaking some simple stretches, such as those suggested by the NHS.
Please also check out the Working from Home advice on our Staff Wellbeing page.
The Staff Wellbeing Team have been working with their partners, both internal and external, to provide online wellbeing events. These will range from:
New events will be communicated via Round-Up every week and you can also keep an eye on the Staff Wellbeing Events Calendar, on our Staff Wellbeing page or by clicking here.
You should only refer to the latest guidance from the Public Health Agency, Foreign and Commonwealth Office and other official authorities. The accuracy of information circulating on social media cannot be verified and we ask all members of the Queen's community to remain calm and follow the official advice only.
Please do not contribute to the circulation or sharing of rumour on social media as this is unhelpful and causes unnecessary anxiety.
This is an evolving situation and staff and students are asked to continue to visit and regularly check the following websites for the latest updates and guidance:
Please follow advice published on the PHA website.
Northern Ireland now has full access to the NHS 111 helpline service on coronavirus. Callers should press 1 when they are advised. This service is provided in Northern Ireland solely for coronavirus guidance and not for other conditions.
In the case of medical emergency, call 999.
It makes sense to practice good hygiene and follow advice published on the PHA website.
Your wellbeing is the University’s first priority. Please do not let any concerns about your work or studies stop you taking this advice.
The Public Health Agency has provided advice on self-isolation. Read the advice on the Public Health website here and on gov.uk here.
We have reached a turning point in our response to the pandemic and are now moving into a new phase which will see the transition back to campus of significant numbers of staff who have been working from home. This is an important step for the University and one which will be carefully managed. Our plans have been developed in accordance with the NI Executive’s ‘Pathway to Recovery’ and with the health, safety and wellbeing of our staff and students as our first priority.
To provide reassurance and clarity on our approach, we have produced a Framework to support a safe return to campus. Developed in consultation with representatives from the Faculties and Professional Services, this Framework provides a roadmap to enable staff to return to campus using a phased approach.
The Framework provides an outline of how the University intends to manage the transition back on to campus of significant numbers of staff who have been working from home. Although the majority of decisions are being made at a local level, they should be made with reference to this framework and in conjunction with:
The University is currently conducting a review of health and safety measures in line with the advice from the Public Health Agency. All Schools and Directorates will undergo a risk assessment prior to staff being able to return to campus. Arrangements are also being put in place to enable effective social distancing and staff will be asked to continue to follow PHA advice to maintain good hygiene.
It is important that you continue to familiarise yourself with the Public Health Agency advice. If you have any specific concerns, please discuss with your manager.
You should discuss any potential options with your manager so they can factor this in when making plans for work to be carried out on campus. These may include:
The University will seek to ensure that any working arrangements accommodate caring and/or childcare responsibilities and develop solutions such as rota systems that may be put in place.
Please review the following links, which set out categories of Clinically Vulnerable and Vulnerable staff:
In these circumstances, if you are unable to come to work at this time, your manager may allocate tasks to you that can be undertaken at home, even where these are not your normal work activities, provided that you have the skills to undertake the tasks.
If you or anyone in your household are not displaying any symptoms, and you are able to leave your home, it is expected that you will return to campus if you cannot work remotely from home. You should discuss your circumstances with your manager so as they can factor this in when making plans for work to be carried out on campus including carrying out a Health and Safety Risk Assessment, a Return to Work (RTW) on Campus discussion and to ask for medical guidance from the member of staff’s GP. In certain circumstances, it may be the case that your manager allocates work to you that can be done from home.
Shielded individuals will not be asked to return to campus until further notice.
Staff who have been contacted by the NHS and asked to stay at home for 12 weeks (i.e. those individuals considered to be at extremely high risk of severe illness with COVID-19) and are shielding but otherwise well should advise their manager. If you are able to work from home during the period of shielding you will continue to be paid as normal.
The Public Health Agency provides advice on who should shield and how to do this effectively. Please follow the advice published on the PHA website.
If you live with someone who has been identified as being at highest clinical risk and is shielding, you do not need to shield. However, you should read and familiarise yourself with the shielding guidance, and strictly follow social distancing measures on the PHA website.
Your manager has been asked to look at whether tasks can be redistributed within your team so that those that can be done remotely are allocated to those who cannot return to campus. Also, The Connect Task Portal provides managers and staff with a toolkit for sharing and accessing tasks that require additional support.
Guidance for using the portal can be found on the People and Culture website.
As with the duty to make reasonable adjustments under equality legislation, the best way of ascertaining what adjustments need to be made is for the Manager to:
The most obvious will be a risk-assessed phased return to work if they are still recovering.
Where an employee is disabled, there is a legal obligation for employers to make reasonable adjustments.
Initially, it may take staff some time to recover and they may need a phased return to work, gradually increasing hours until they can return to full capacity.
Staff may need time off for hospital appointments and follow up. It will be important in any event to:
Access to Work – a government scheme which provides financial assistance by way of a grant to fund special equipment, adaptations or support worker services to help disabled people to do things like answer the phone or go to meetings and which can provide help in getting to and from work – might also be useful.
Discounting virus-related absence from any sickness related absence policy can also be a reasonable adjustment given the circumstances.
If you wish to move to part-time hours or change your working pattern, you should discuss this with your manager. A request to reduce your hours can be made via the Flexible Working Policy.
The University is not proposing to cover additional expenses and discourages staff purchasing their own equipment and printing materials. If lockdown continues for a significant period of time, consideration will be given to the equipment needs of staff working from home.
Currently the University has no plans to pay a tax free sum of up to £6 per week to staff members in relation to additional household expenses incurred when a staff member is working from home due to Covid-19.
However you may be entitled to claim tax relief directly from HMRC, on £6/wk (tax savings worth £1.20/wk (about £62/year) for basis 20% rate taxpayer and £2.40/wk (about £124/yr) for higher 40% rate taxpayer). Therefore if you have extra costs due to necessary working from home you can ask for the amount to be deducted from your taxable income.
If you believe you have higher increased costs then you can claim more than £6/wk, but you will need evidence of the cost increases.
A claim can be made through your HMRC self-assessment form if you complete one. Alternatively you can complete an online P87 form through your Government Gateway account or by filling out a postal P87 form and sending it to HMRC.
HMRC has issued guidance on the tax position where employers reimburse expenses for employees working from home as a result of coronavirus and this can be accessed here.
For any other queries, please contact the Salaries Office.
The University is managing a major crisis at present and having stability for the workforce at this time is critical to ensuring health and safety. The University acknowledges that remote based work is working well for the majority of staff, but there will be some staff members who will have additional capacity at this time. Managers are continuing to ensure where possible that staff are utilised to their best effect and to full capacity.
When the situation starts to settle, staff will be asked to do commensurate work in line with their hours and they may be asked to work a different pattern to accommodate the Public Health Agency guidance. Staff may also be asked to undertake different tasks as and when required.
It is important to take breaks throughout the day to maintain your health and wellbeing.
Schedule out some time in your day where meetings are not put in the diary. Staff can also try a meeting free afternoon in the week to offer some time to catch-up and to take a break from Teams meetings.
If you are feeling isolated at this time, please discuss with your manager to see if there are any options which will help you feel more engaged and connected whilst remaining at home. There also may be opportunities for you to do some work on campus but an appropriate risk assessment will need to be done before this could happen.
The government advice is to remain working remotely for the time-being, if you can do so.
Each School and Directorate is currently working through business recovery plans to facilitate staff to return to the campus as and when it is safe to do so. It will continue to be critically important that staff follow the PHA advice including social distancing.
Therefore, to ensure there is sufficient space to allow teams to move around the office space with relative ease, there may be a need for staggering of hours and rotas to be put in place. Each area has a business recovery representative and if you contact your manager they should be able to help you to understand how this will work, as and when your area is ready to return to campus.
We are beginning to re-open some key buildings on campus as we prepare to deliver a campus student experience and operationalise plans in advance of the start of the Academic Year. This is being done on a phased basis and is in line with the Government’s latest safety measures. This phased return will facilitate teams re-engaging with one another in a safe manner while also helping our staff community to rebuild confidence and ease a return to the workplace. Managers will have conversations with individual staff members about the plans for a phased return to campus for their area. You should not come onto campus unless you are specifically asked to do so. Please do not try to access University buildings unless you have approval. Any return of staff will be gradual and different colleagues will be asked to return at different times over the next few weeks and months. To support physical distancing, it is anticipated that some people may work on campus and at home for periods of time – again, this will be tailored to each individual area.
Your manager should have a discussion with you to discuss any concerns or personal circumstances before you return to campus. It is expected that if you are well and not able to work from home that you will be able to return to campus, but if there are specific circumstances that are preventing this then please discuss these with your manager. Other options, such as annual leave/unpaid leave, may also be considered.
The University is reviewing all health and safety measures to ensure the campus is safe and in accordance with PHA advice. Measures include continued working from home, allowing staggered start and finish times so that staff can travel at less congested times, and the implementation of social distancing measures for those at work. If you have been asked to return to campus, please discuss working arrangements with your manager, which work best for you and the department.
The University is reviewing the car parking situation due to the changing nature of the impact of Covid-19. In the meantime, no new permits are being issued and the normal route to work for staff should be maintained. If you have been asked to return to campus, please discuss travel arrangements with your manager, which work best for you and the department. This may include greater flexibility on start and finish times to avoid rush hours.
Yes, you will need to self-quarantine for 14 days on your return unless you are exempt or returning from a country for which the guidance has indicated that quarantine is not required (refer to government guidance). Prior to planning travel or going overseas, please discuss with your manager and refer to the Foreign Office website for advice on the quarantine requirements. If you are not able to carry out any form of work from home on your return you should discuss potential options with your manager, which include taking additional annual leave or unpaid leave.
We will do all we can to ensure that the campus is very safe. The University recognises this continues to be a difficult time for staff and that it is more important than ever for colleagues to look after their mental and physical health. You should discuss any circumstances that are affecting you with your manager in the first instance. The University has a number of supporting resources which can be accessed via the website, including Inspire Staff Counselling and wellbeing events. Further information can be accessed on the People and Culture website.
You should discuss and agree with your manager the work and priorities that can be done from home and explore all alternative options and arrangements. During these exceptional times, it is recognised that staff may be required to work different working patterns or hours than they would normally work on campus. If you wish to reduce your hours on a longer-term basis, a flexible working request can be made to your line manager.
If a staff member becomes ill and is unable to work as a result of suspected/confirmed COVID-19, this should be recorded on AMS as sickness absence. The University's Sickness Absence Procedure applies.
We are delighted with how successfully Queen’s staff have adapted to working from home during this pandemic; however, it is important that we maintain an on-campus University experience for our students. The University is currently in a transition phase to enable staff to return to campus safely. As such, temporary arrangements and additional flexibility have been given at this time in line with government advice. If a member of staff wishes to make a request for flexible working on a permanent basis, this request should be made to their manager via the Flexible Working Policy.
Below are some useful links to further information:
Following the recent announcement by the Northern Ireland Executive, it will be mandatory at Queen's from Monday 10 August to wear a face covering "in any indoor public space where it is not possible to maintain social distancing”. This will be applied in relevant parts of University buildings and it is essential for the safety of the whole University community that this is adhered to by staff and students.
This is a rapidly changing and fluid situation so please be aware that the University’s position may change over time to reflect changes to guidance from the NI Executive and Public Health Agency. Please continue to check your University email, University FAQ pages and social media channels for updates.
It is important to emphasise that the wearing of a face covering does not reduce the importance of hand washing, good personal hygiene and social distancing, all of which are recognised as the most effective way of avoiding COVID-19.
Study spaces such as those in the libraries and Graduate School, and work areas such as office spaces have already been set-up so that social distancing can be maintained. It is therefore not mandatory for face coverings to be worn when you are at your work or study station, unless normally required as part of your role (for example in a lab or clinical setting). Similarly, one way systems and other appropriate measures have also been applied so that it is not a requirement for face coverings to be worn when moving around University buildings, for example along corridors and in stair wells. However, if you are in communal spaces such as lobby areas of buildings, social spaces and shared facilities where people tend to gather and it is not possible to maintain social distancing of 2 metres, then it is mandatory to wear a face covering from Monday 10 August.
The only exceptions have been specified by the NI Executive as follows;
There are also a small number of work settings where the mandatory use of face coverings also does not apply and staff in those areas have been made aware of this.
This reinforces the previous University position of maintaining 2 metres social distancing or 1 metre plus mitigation that was already in place. For clarity, in addition to the public/shared spaces outlined above, the wearing of a face covering may, in some instances, be one of a range of mitigations used to facilitate work to take place where social distancing of 2 metres is not possible – this is referred to as 1 metre plus mitigation.
It is not possible to be prescriptive about every potential scenario on campus where it may be necessary to wear a face-covering. All members of the community are asked to apply their common sense and act responsibly in line with public health guidance to protect themselves and those around them by wearing a face covering if social distancing cannot be maintained.
It is appreciated that many staff and students will choose to wear a face covering beyond those areas where it is mandatory as outlined above and the University fully supports this position. You should also bear in mind that for personal and health reasons that are not visible, some members of our community will not be able to wear a face covering. All staff and students are expected to respect each other’s choices in this regard.
To facilitate these guidelines, the University has a limited number of re-usable and disposable face coverings available for staff and students, should they require them.
Disposable face masks will be available from week commencing 10 August 2020, with reusable coverings available from week commencing 24 August 2020.
From Mon 31 August, a supply of face coverings and masks will be available from Faculty and School Offices and Directorate Offices including the Vice-Chancellor and Registrars’ Offices. Each office will then take responsibility for distributing to those staff who require them.
Before the 31 August, a small supply of face masks are available for collection from the security control room on Level 1, Administration Building (Tel: 028 9097-5099).
Please note that, on the basis that a central order has now been placed, there is no need to order your own face coverings/masks for your areas and you should not need to make individual requests with procurement for face coverings/masks.
Disposable face masks will be available from the Student Guidance Centre and Student Accommodation Receptions in BT1, BT2 and BT9 from Monday 10 August. The Students’ Union on Elmwood Avenue will also have a limited supply for students from Monday 31 August.
The NI Executive have provided guidance regarding the maintenance and disposal of face coverings here and you are asked to familiarise yourself with this guidance.
The Estates Directorate has produced guidance to assist local areas with planning for their return to work on campus - available on the Estates Directorate website.
Signage for use in University buildings is available on the Estates Directorate website. Please ensure that signs are printed and affixed to appropriate surfaces (walls/doors etc.) but not to the floor, where they may create a hazard.
Dependant Leave may be used, with the agreement of your line manager, in circumstances where a member of staff is not able to work from home due to the need to care for young children or other dependants.
The entitlement to Dependant Leave has been extended to a maximum of ten working days (pro-rated for part time staff) on full pay only where staff are unable to do any work at all. The University, acknowledges the complexities of looking after dependants during these times and would encourage the use of adjusting your working pattern (where possible) to allow you to support your family in the best possible way.
The University will permit a variable approach to the dependant leave quota to allow for time during the working week that you cannot flexibly rearrange. Any arrangement should be fully discussed with your line manager and reviewed at regular intervals.
The University recognises that many staff have caring responsibilities as a result of the ongoing pandemic and we will endeavour to support staff in those circumstances by being flexible wherever possible. Staff with dependants who are experiencing difficulty working from home should discuss their circumstances with their line manager and explore all possible options for example, staggering start and finish times, identifying tasks which may be completed at home, or the use of annual leave, unpaid, dependants or parental leave. In the event that alternative flexible working arrangements and leave options have been explored and exhausted (i.e. dependants leave, full annual leave entitlement) then, in light of the exceptional circumstances faced, the University has agreed that staff may take a maximum of up to 5 days (pro rated) special leave after discussion with their line manager and taken as agreed. Presently, this will be paid leave however as lock down eases and the University moves towards a return to working on campus this will be kept under review. Once Special Leave has been exhausted staff have the option of taking further unpaid leave or parental leave.
If the manager and the member of staff cannot agree on the staff member's requirement for special leave, the matter may be escalated to the Head of School or Faculty Pro-Vice-Chancellor or Professional Services Director as appropriate, for a decision on the matter. If the issue remains unresolved, then it may be further escalated to the Director of People and Culture for a final determination. Staff may be accompanied by a colleague or Trade Union representative in these discussions.
If you or your household are not displaying any symptoms, it is expected that you will work on campus. If you live in the same house as someone in the increased risk category (eg anyone aged over 70, pregnant family member or someone with an underlying medical condition) or someone in the extremely vulnerable group (eg those with serious underlying health conditions which put them at very high risk of severe illness from coronavirus) please refer to the PHA guidance. If you have concerns please discuss these with your line manager.
As a large organisation, we have a number of roles that provide essential services to support students and research, and keep our campus safe. These roles require staff to be on campus.
Essential workers are carrying out vital roles, often directly helping with the effort to tackle the spread of the virus, or protecting the University and its staff and as such it is expected that you will attend work on campus. The University will take all possible steps to protect the health and safety of staff in these essential roles, and where working from home is not possible.
If you have concerns, please speak to your line manager to discuss arrangements or alternative options such as annual leave or unpaid leave. Should you refuse these options or not return to work without reasonable justification the University may treat this as unauthorised absence and you may be subject to disciplinary action in accordance with the University's Code of Conduct.
Yes, it’s important that colleagues take leave from work during this period to ensure their health and wellbeing. Requests for annual leave will be dealt with by line managers in the normal way.
Staff should continue to take their leave proportionately through the year as it will not be possible to accommodate multiple leave requests during very busy periods at the latter part of the year. We would like to stress the importance of taking time away from work throughout the year, especially during these challenging times, to look after your own physical and mental wellbeing.
Pre-booked leave should be taken as planned unless it is not operationally possible to do so. In such circumstances staff should discuss this with their line manager.
Yes, the line manager has the right to require staff to take annual leave but must give the appropriate notice. The notice must be for twice as many days as the days they’re asking staff to take as annual leave (unless the contract says something else). For example, if the line manager wants staff to take 5 days, they should give them 10 days’ notice. They should explain to staff clearly why they need to do this and try and resolve any concerns about how it will affect holiday entitlement or plans.
For most staff there will be no change to the rules around the accrual of annual leave and carry over. Please refer to the Procedure for the Accrual and Carry Over of Holidays and other Leave.
Amendments to the Working Time Regulations have been made to allow workers in Northern Ireland to carry over leave only ‘where in any leave year it was not reasonably practicable for a worker to take some or all of the leave to which the worker was entitled under this regulation as a result of the effects of coronavirus’.
The intention of the change in legislation is to protect the leave entitlements of workers who are required to continue working, without leave, during the pandemic. Therefore it is expected that the majority of staff, including those working from home, should still be able to take their leave proportionately throughout the year, in agreement with their line manager, and the University will expect you to do so.
We would like to stress the importance of taking time away from work throughout the year, especially during these challenging times, to look after your own physical and mental wellbeing.
Payment of additional allowances will continue to be paid given the exceptional circumstances, subject to contractual obligations. This will be kept under review by the line manager and HR Business Partner for the area.
The University continues to monitor those fixed term contracts which are due to expire and will communicate with individuals in the normal manner, in accordance with the relevant process. If you wish to discuss your individual circumstances, please contact your line manager in the first instance.
The University’s Public Liability Insurance policy covers staff during their normal course of work, including working from home. The University’s Employers’ Liability Insurance policy applies in the same way as if the employee was working at their usual place of work. Staff are advised to check with their home insurance providers in relation to any possible impact on their own policy.
Please contact your line manager who will be able to provide you with further information and guidance according to your contract.
The Public Health Agency provides advice on who should self-isolate and how to do this effectively to avoid the virus being spread.
Please follow advice published on the PHA website.
Northern Ireland now has full access to the NHS 111 helpline service on coronavirus. Callers should press 1 when they are advised. This service is provided in Northern Ireland solely for coronavirus guidance and not for other conditions.
If you have a genuine reason for self-isolation based on the PHA/FCO advice and you have informed your manager of that reason, a period of self-isolation of up to 14 days will be paid. Payment for a longer or further period of self-isolation (where you are not unwell) will be at the discretion of the University. Even without symptoms of the virus, your absence will be treated as paid leave by reason of self-isolation for coronavirus.
Alternatively, you will need to consider with your manager if you are able to work from home.
The University provides access to Citrix, which gives you accessibility to work from home. Information on remote working at Queen’s is available at: https://www.qub.ac.uk/directorates/InformationServices/Services/RemoteWorking/
However, you would need to have access to either a University laptop or your own device (flexible working policy). Throughout the 14 day period, you will link closely with your manager to agree core work to be completed.
If you are off with mild symptoms of the virus this will be treated as sick leave and you should follow the University’s sick leave policy.
If your absence is connected to the Coronavirus then we will not require a Fit note from your doctor during your self-isolation. This is to help prevent the spread of infection in doctors' surgeries.
Your line-manager may ask that you do not come to work for a period. If so instructed, you must not enter the University’s premises until such time as your manager informs you that you may return to work.
Under such circumstances, you would normally be required to work from home. Information on remote working at Queen’s is available at: https://www.qub.ac.uk/directorates/InformationServices/Services/RemoteWorking/
Your line-manager will discuss the work that you may be required to carry out from home, which may include amended duties. You would continue to receive your salary as normal.
Staff should only self-isolate if they have genuine reason for doing so, i.e. based on PHA advice without symptoms or if they have been advised to do so by their GP or the NHS 111 service. They must explain this reason to their line-manager.
If you have an underlying health condition and have concerns regarding your health, you should contact your GP or Specialist and follow their advice and keep your line manager informed.
Alternatively, you may request to take a period of annual leave or unpaid leave and this will be considered on a case-by-case basis.
For guides and resources on ways to deliver your lectures online, including support available from the Queen’s Canvas team, please visit http://go.qub.ac.uk/OnlineLearning
Please contact your Director of Education to discuss.
The University is considering contingency measures for assessment and you should speak to your Director of Education in the first instance.
The University is transitioning to a working from home model where this is possible and in accordance with local Business Continuity Plans.
Please contact your line manager to discuss if you should begin working from home or come in to the University as normal.
All field trips, including those in Northern Ireland, should now be cancelled or postponed until further notice.
Please note: For the purposes of the Secondment Agreement and the FAQs, Queen’s is known as the “Employer” and the Secondment Employer as the “Company”
Yes, whilst on secondment, a secondee maintains the same terms and conditions, relating to their Employer (Queen’s), unless specifically changed by the Secondment Agreement.
The Employer will continue to pay the employee’s salary during the secondment period, including any increments or pay awards that become payable during the secondment period. Any additional payments due as a result of the secondment will also be paid by the Employer in line with the terms of the Secondment Agreement. The Employer invoices the Company at time periods agreed and noted in the secondment agreement.
Existing pension arrangements remain, with pension deductions continuing as normal from the secondee’s salary. Any queries regarding pensions should be directed to the Employer’s Pensions Manager, c.smyth@qub.ac.uk.
Yes, the secondee is entitled to the same annual leave entitlement whilst on secondment. Any leave requested will be approved and recorded by the Company and forwarded to the Employer who will record the leave in the normal way.
Whilst on secondment, day to day line management will be carried out by the Company. In addition, the secondee should also agree “keeping in touch” arrangements with their Employer line manager.
Absences should be recorded by the Company and forwarded to their Employer line manager who will record the absence in the normal way.
All relevant policies and procedures of the Employer (e.g. grievance and disciplinary procedures) continue to apply to the secondee and the Employer and the Company will agree the approach and procedure in such cases (as advised in the Secondment Agreement).
As a result of the University’s response to the Covid-19 pandemic, many of us now find ourselves working remotely and/or from home.
For some of us, this is and may well continue to be a new challenge as we get to grips with new technology, a different way of working and in some cases, a greater sense of detachment and isolation from our work colleagues.
However, the technology we all have access to now is loaded with functionality and ways to make work even more accessible. It includes ways in which we can connect easily and quickly from both our phones and laptops, all of which can help reduce any feeling of isolation etc.
The University is keen to ensure that all staff working remotely, do not encounter any additional barriers or difficulties which make contributing to work any more challenging than they already are – particularly for those who are juggling heavy workloads alongside childcare, home schooling, illnesses and/or other dependants.
This is especially true for any member of staff who has a disability and/or long term condition.
We are very aware that some staff will take longer to adapt to this new way of working.
However, we hope these Frequently Asked Questions (FAQs) alongside specific guidance and practical advice from the People and Culture Directorate, in addition to practical tips and advice from Information Services, will help all staff become more confident users of the technology available to them.
We also hope that this information can be used by managers in supporting staff working remotely.
These FAQs cover a range of topics on accessibility issues such as audio and video etiquette, document management and sharing, messaging and effective participation in group and/or virtual meetings.
Please note that some specific tasks may not be appropriate for some people, using virtual means, and that’s fine.
Where that is the case, managers should reallocate those tasks and liaise with the member of staff to identify alternative tasks they could undertake – as they would in an office environment.
We trust you find these FAQs useful but if you require further information, advice or support, please contact the HR Hub by emailing hrhub@qub.ac.uk
In a nutshell, appropriate behaviour.
While participating in online meetings, good etiquette is important – just as it would be in your normal team meetings.
However, it can be trickier to manage contributions in online meetings – e.g. active listening and knowing when to speak or pitch in with comments can be a challenge – especially if there are large numbers participating.
A good chair will set out rules for the meeting – one practical tip is to use the “chat” function to indicate that you would like to make a point. The chair can use this notification to introduce you.
As with physical meetings, it is also important to work to a structured agenda, taking it one item at a time.
Chairs may find it helpful to ensure that, at the start of any meeting, all contributors take the following steps:
Screen readers will automatically read the chat on the screen while the meeting is going on.
You should be aware that some staff may find it distracting and difficult to follow a live meeting discussion, whilst simultaneously hearing separate dialogue from participants using the ‘Chat’ function on MS Teams Meetings so please be cognisant of unnecessary chatting.
However, this can also be a good way of recording important discussions during the meeting. It’s a balancing act.
You can but this really depends on the size and dynamics of the group.
For example, there is no need to do this if everyone is well known to each other and have met before.
It may be more sensible to refer to the participant list in MS Teams so that colleagues can see who is attending the call.
This may get around having to do a “round robin” of introductions.
However, just bear in mind that if you have a visually impaired colleague in attendance, he/she may have difficulty knowing who is speaking because they don’t get the spatial information they would when in the room i.e. Joe is to the left of the boss, Jenny is the right.
Unless he/she knows all the people very well it can be difficult to know who is talking - this can be counteracted by people saying ‘Joe here’ before they talk.
In exceptional circumstances where individuals need reasonable adjustments including using the functionality of recording meetings, consent of the meeting members will be required in advance.
This is a fantastic function within MS Teams and you may find that colleagues, disabled and non-disabled, will appreciate a particular meeting being recorded and made available online, which can later be accessed offline.
This allows all staff, and those who could not attend the meeting because of other commitments (whether work or personal caring for dependants or looking after children), to access the meeting recording at a later stage, watch it, fast forward or rewind sections, and access the discussion in their own time, following up with messages and/or emails when they are able to.
It also allows staff to go back over the meeting it if they think they have missed something – and can be a useful tool to use instead of formal minutes.
That is entirely your choice.
However, there is evidence that changing the visual/video setting to “blurred background” can provide greater clarity and focus for those staff with visual impairments, enabling them to concentrate better on what is being said by the contributor.
If in doubt, perhaps check with participants as to their preference.
MS Teams has the functionality to allow you to invite guests to MS Teams meetings from outside of the University.
Guests can be invited to attend MS Meetings by sharing the invite link and they can easily click the link and join, even without an Office 365 account.
Please just remember to notify your line manager or meeting chair before the meeting takes places, so they are aware of the additional person attending and how they will be assisting you.
It might be helpful for you to ‘pin’ their screen once they join the meeting so you can always view them on screen.
Yes, one of the best features of MS Teams is that you can use live Captions for everything said in the meeting.
Unfortunately, captions are not possible on direct chat at this time.
Just remember, for the captions to be accurate, speakers need to speak very clearly and perhaps more slowly than they would in physical meetings.
To use Live Captions on MS Teams, click on the three dots when you are in the meeting and click ‘turn on live captions’ (see below).
Just be aware that visually impaired colleagues may not know all the people very well, so it could prove more difficult for them to understand who is speaking - this can be counteracted by people saying ‘Joe here’ etc before they talk.
To turn on live captions during a meeting, click the “More actions” button and then “Turn on Live Captions (preview, English US only)”
Note: live Teams meetings will soon include the functionality for live captions and subtitles for attendees who are deaf or hard of hearing but this has not been released as yet.
Absolutely, as we said above, you can record meetings in Teams which means you will have a copy of the video meeting and then can re-listen and go back over it if you think you might have missed something.
Once the meeting is over, the meeting owner will receive a link to the video file in their chat window (you can also access the recording and share via the MS APP Streams (Video Sharing app which has replaced MS Video)).
Other people in the meeting will get a notification if the meeting is being recorded, but please remember to ask the meeting chair beforehand so everyone is aware!
To record your meeting, click the “More actions” button and then “Start recording” (see below).
You will see a notification at the top of your screen to remind you that you are now recording the meeting and a prompt to advise everyone on the call that the meeting is being recorded.
The “Start recording” button will change to “Stop recording”. You can choose to stop recording at any time or, when the meeting ends, recording will stop automatically
When the meeting ends, the meeting recording is automatically uploaded into the meeting owner’s Stream App in Office 365 which is private and into the meeting Chat from where it is accessible by everyone who attended the meeting.
Note: it may take a few minutes after the meeting ends for the recording to become available in Stream and Chat depending on the duration of the meeting and therefore the size of the recording.
You can access the meeting recording any time after the meeting in MS Stream (Video Sharing app which has replaced MS Video).
To access Stream you just need to login to Office 365 and select your Stream App.
Click on ‘My content’ and then ‘Meetings’
Once the recording of the meeting is available you can download a recording as an MP4 file which you can save outside of Teams or on your Unit’s shared folders – this might be helpful for future reference!
To download a recording just click on ‘More actions’ on the RHS of your screen beside the recording and then click on ‘Download video’. You can then email the MP4 file to an external colleague or uploaded into a Teams Channel or Chat elsewhere.
You can also share the recording with other Queen’s colleagues outside of the meeting attendees via Stream. Just click on the pen on the right hand side of your screen beside the recording.
In the ‘Permissions’ section on the next screen, the other meeting attendees will already be listed.
Click on the drop-down arrow beside ‘My groups’ and select ‘People’ to add additional Staff (search by their Queen’s email address).
Tick the check box to the right of their name to give that person view access.
Click on ‘Apply’. The recording will then be visible to them when they go into their Stream App in Office 365.
When you are playing the meeting recording you can play it with or without captions by toggling the captions button (see below) – whichever is easiest for you!
Yes, as well as captions you can also view a Transcript of your meeting recording when playing back your recording in Stream – this can be very helpful if you are required to take notes of meetings.
Note: if you download your recording as an MP4 file it will only be the recording i.e. no Captions or Transcript.
Good news, you don’t have to keep checking for new recordings!
You can just change the Notification settings for your Stream App in Office 365 – this means that when a new recording is available in your Stream App, you will get an email notification straight to your inbox!
Some meetings have such large numbers of participants it can be difficult to focus.
In group meetings you can ‘pin’ specific people so you can always see them on screen which means you can focus specifically on them.
To do this, just right click during the meeting and select the people you want to see.
Platforms such as MS Teams and other conference calling facilities are under considerable pressure due to the high level of demand. Where possible, colleagues are asked to please schedule calls outside of peak times.
It’s important that all staff are comfortable and can achieve the best possible workstation set-up when working from home.
The best thing to do is to speak to your staff as they will know best what works for them, what doesn’t, and what might help support them better working from home. In the first instance, contact the staff member to ensure they have full accessibility at home.
While normally restricted, some accessibility providers are being flexible with licenses to support those working from home during this period. To find out further information, please follow up with IS and log a call with the IT Service Desk here.
Please just be aware that our colleagues in IS are dealing with a high volume of queries as they work to support us all during this time, so please be patient!
We wish to remind staff with a disability and/or a long term condition that the University has a Disability Support Fund in place to assist with the purchase of equipment to enable you to feel more comfortable at work. During these uncertain and unprecedented times, it may be possible for us to extend this provision to facilitate your working from home.
In the past the Diversity and Inclusion Unit have been able to assist colleagues by using the fund to contribute towards the purchase of various pieces of specialised equipment.
We can split the cost on a 50/50 basis with your School/Department up to a maximum contribution of £300.00
If an employee feels they could benefit from this please follow this link to access the Terms of Reference, and complete an application form.
Funds available are limited and therefore each application will be considered on a case by case basis but we will endeavour to assist as many staff as possible.
If you have any queries regarding the fund please email our unit at eqdiv@qub.ac.uk and we will get back to you as soon as possible.
Read this list for examples of accessible technology.
On 23 March, the Prime Minister made an announcement instructing everyone to stay at home unless absolutely necessary and the University has asked all members of staff and students to follow these instructions.
The only exceptions to this are those who are carrying out essential roles that cannot be done from home or those directly helping with the effort to tackle the spread of the virus. This includes, but is not limited to, those looking after and keeping essential parts of our campus open, including our student accommodation; staff and students from healthcare subjects involved in transitioning in to the NHS and those working on research directly related COVID-19.
Resourcing staff are working remotely and can be reached via email (resourcing@qub.ac.uk) phone, Skype and Microsoft Teams.
If the position is required to be re-advertised, then the Resourcing team will contact you to determine if you wish us to upload your original application. However, you may wish to review the job description of the role together with your application and complete a new application.
Yes, jobs will continue to be advertised via our website and we welcome applications from suitable candidates.
Once a decision has been made on your application, we will endeavour to update you on next steps as soon as possible. As a result of the ongoing situation regarding COVID-19 there have been some delays with recruitment and some roles may be postponed or cancelled.
Once a decision has been made on your application, we will endeavour to update you on next steps as soon as possible. As a result of the ongoing situation regarding COVID-19 there have been some delays with recruitment and some roles may be postponed or cancelled.
All interviews are being held remotely using Skype and in some instances Microsoft Teams. For guidance, please visit http://www.qub.ac.uk/directorates/HumanResources/recruitment-and-selection/
You can download the Skype or Microsoft Teams app to your smart phone or iPad and it is recommended you connect to Wi-Fi, if available, so you do not use a large amount of data. We may be able to offer you a telephone interview but the preference is Skype or Microsoft Teams.
The resourcing team are working as usual remotely and the Recruiters can be reached by email or at the mobile number included on their email signature.
We will make every effort to accommodate you and to reschedule your interview, but this may not always be possible due to panel availability and or the criticality of the post.
We will make every effort to accommodate you and to reschedule your interview, but this may not always be possible due to panel availability and or the criticality of the post.
Please do not take any action until you receive your formal offer letter.
If you are successful and have already received an offer letter and start date, as long as you have the right to work in the UK, your start date will not be affected. If you have yet to receive an offer letter or a start date, this may be later than anticipated given COVID-19 may be dependent on your ability to do work remotely or travel and visa restrictions.
We appreciate that the current situation is changing, and you may need to re-assess your start date. We will work with you to support you should you be unable to fly, and you may be able to work remotely until the situation is resolved.
On 23 March, the Prime Minister made an announcement instructing everyone to stay at home unless absolutely necessary.
The University HAS asked all members of staff and students to follow these instructions.
The only exceptions to this are those who are carrying out essential roles that cannot be done from home or those directly helping with the effort to tackle the spread of the virus. This includes, but is not limited to, those looking after and keeping essential parts of our campus open, including our student accommodation; staff and students from healthcare subjects involved in transitioning in to the NHS and those working on research directly related COVID-19.
The reserve list will remain valid, if applicable, for up to 12 months from the date of interview and you will be still be considered similar for jobs. However, due to the rapidly evolving situation, it may be the case that some jobs may be postponed or cancelled.
At this time, we will continue to advertise jobs in line with our current policy and guidance. Due to the rapidly evolving situation, it may be the case that some jobs may not be advertised or be postponed or cancelled.
Yes, jobs will still be posted on the redeployment portal as normal. You should continue to check the portal on a regular basis as normal.
The Furlough Scheme is the common term used to describe the Coronavirus Job Retention Scheme (CJRS) - the job retention arrangements the UK’s Chancellor has put in place to support employers during the Coronavirus outbreak. Full details of the CJRS can be found here.
The word ‘furlough’ generally means temporary leave of absence from work. Furlough leave has been introduced by the Government to provide employers with an option to keep employees on the payroll when they are unable to carry out their work.
The CJRS sets out the eligibility criteria for inclusion in the scheme and the University expects that this will only apply to a limited number of staff in a small number of areas. The Government has been clear in its expectation that organisations who receive public funds for staff costs are not expected to use the CRJS. This has been a key consideration for the University.
While the University has successfully moved many of its core functions online, there are some services, critical to the successful operation of the University in normal times, which cannot be carried out in the current situation as a result of the Coronavirus pandemic. After seeking advice and guidance, the University has therefore taken the decision to utilise the Government’s scheme and to furlough staff who we consider meet the eligibility criteria laid out by the HM Revenue and Customs.
The University has committed to ensuring that any employee who is furloughed will receive their full salary and benefits, including National Insurance, tax contributions and, for members, pension contributions.
HR Business Partners have been working with Line Managers to identify those posts which may be eligible, where the following apply:
Eligible roles are likely to fall broadly into the following categories:
It is important to emphasise that the decision to furlough a post is not in any way related to the value placed on it by the University – these are exceptional times and roles identified for furlough are generally those which cannot be carried out remotely, or where, for other reasons related to Covid-19, there has been a substantial reduction in work.
Being furloughed will have no impact on your employment status at the University. Your continuous service is unaffected, and you will remain employed by the University throughout the period of furlough leave. All other terms and conditions of employment will remain the same.
If you have been identified for furlough, your line manager will be in touch in due course to discuss and to seek your agreement to being placed on a period of Furlough Leave. An email will then be issued and include further details about the furlough arrangements.
The University will continue to pay your full salary for your post as normal. The University will claim back any funding from the Government separately and there will be no financial detriment to you.
During the furlough period, the University will continue to pay employer pension contributions to your pension savings and your employee contributions will continue to be taken as normal (subject to the terms of the pension scheme).
During furlough you will continue to accrue annual leave. Therefore, you should use leave at the same rate that you accrue it during the furlough period and take any pre-booked leave.
Your line manager will discuss with you any plans for the utilisation of your leave during and after a period of furlough.
Yes, in order to qualify for the Government’s furlough payment, the University requires your agreement to temporarily vary the terms of your contract to place you on furlough.
At this difficult time, the University has a duty to act in a way to protect the interests of all its employees by taking a positive measure towards avoiding redundancies which might otherwise have been inevitable in the light of the impact of the pandemic on the University. Decisions on which roles may be furloughed have been driven by the eligibility criteria of the CJRS and operational need and we would encourage you to accept furlough to assist the University to seek funding through the Scheme.
If you do not agree, then you will not be placed on furlough leave and we will not be able to recover any of your salary cost from the government.
You cannot apply for furlough leave yourself, but you can talk to your line manager and/or HRBP about the potential to be furloughed, as long as you meet the eligibility criteria for the Scheme.
You are not allowed to carry out any work for the University during the furlough period.
The minimum amount of time that you can be furloughed is for a period of three weeks. The CJRS Government Scheme has been extended in its current form to 31 July 2020 and a modified version of the scheme will continue until the end of October 2020. The full details of the modified scheme are not yet available.
In roles where non-essential services have been reduced for a temporary period, staff may be rotated on/off a period of furlough leave for a minimum of three weeks each time.
Your letter will confirm the initial duration of your furlough period; however, you should be mindful that your furlough could be ended earlier if this becomes operationally necessary and may be extended if the scheme is extended further.
The decision to furlough roles does not in any way relate to the value placed on the role by the University. Staff identified for furlough leave should be reassured that this would not be a consideration in or pre-judge any future promotion or redundancy process.
The current Furlough Scheme will operate over the period from 1 March 2020 to 31 July 2020. Your furlough letter will set out how long your period of furlough leave will be and the anticipated end date.
Your line manager will be in contact with you throughout your furlough leave and will confirm arrangements for your return to work either at the end of the furlough period or on an earlier date if required.
There is no requirement to formally report sickness while on furlough. Your pay will not be affected and your sickness will not be recorded on the University’s absence system. We would encourage you, however, to make your line manager aware of any illness so that he/she can discuss any possible support that may be available from the University.
Yes, you will be able to access your emails while on furlough but you should not be reading or responding to any work emails as you must not do any work while on furlough leave. Your line manager may use email, where appropriate, to keep you up to date on all developments, offer support and to contact you if there is an opportunity to return to work before the designated end of your furlough leave.
Yes, you are encouraged to maintain social contacts with work colleagues as long as no work is undertaken. It is important that staff still feel connected to the University and their team without them undertaking actual work. Your line manager should remain in contact with you throughout your furlough period.
Yes, staff will be encouraged to engage in job related training and personal development, where possible, while on furlough leave. Useful guidance and links can be found here.
The University is encouraging anyone who is placed on furlough leave during this time to help with any coronavirus-related volunteering opportunities within the community, providing this activity does not provide any form of service to the University.
Guidance on volunteering can be found here.
Staff who hold second/other roles with other organisations may continue to work for them as normal (subject to normal rules around second/multiple roles).
Staff considering taking up secondary employment while on furlough should be mindful of the short-term nature of furlough leave and the fact that the University may require them to return from furlough at relatively short notice. Normal permissions should be sought and discussed with line managers ahead of any other new employment being undertaken.
Maternity leave will continue as normal in accordance with the Maternity Policy. If you are about to commence, or are already on, maternity leave your line manager may discuss with you the potential to be placed on furlough leave. If you are furloughed but due to commence maternity leave, this will continue in line with notification arrangements already made (eg at the point of childbirth or other pre-agreed date).
During furlough you must not carry out any work for the University. Your probation period will therefore be ‘frozen’ as at the furlough start date. It will then restart from the same point when you are unfurloughed. For example, if you have one month’s probation left to go at the point at which you are furloughed, you will still have one month’s probation period left to run once you are unfurloughed.
All events for Spring/Summer 2020 have been cancelled or postponed. This position is under constant review and may be extended.
The safety of our staff and students is paramount.
Given the on-going spread of the virus both at home and abroad and the rapidly changing travel restrictions being put in place internationally, the University is now advising staff and students against all but essential travel for business or study outside of Northern Ireland. You are asked to carefully consider your travel plans and cancel or rearrange them unless absolutely essential.
For the avoidance of doubt, activities such as student recruitment trips, visits to partner institutions, conference attendance and field trips are not considered essential.
This advice will remain in place until further notice. Any change to this advice will be published on this page. Your wellbeing is the University’s first priority. Please do not let any concerns about your work or studies stop you taking this advice. The University will ensure that students are not disadvantaged academically by following this advice.
However, if any students wish to return home before teaching finishes on the 27 March as a result of the pandemic, the University will ensure that they suffer no academic disadvantage. This includes contingency measures for assessment. However, you must consider the requirements of you visa, if applicable. If you are an international student from outside the EU and intend to return home early or need additional advice, please contact International Student Support via immigration@qub.ac.uk.
Those Queen’s students currently on placement outside of Northern Ireland are advised to check the latest advice from the Foreign & Commonwealth Office which has recently changed. In line with this advice, we strongly encourage students currently studying or working outside of the UK to return home. You should not allow any concerns about your studies stop you from following this advice. If you need assistance, please email coronavirus-guidance@qub.ac.uk so we can help. Hardship funds are available should you wish to return but financial barriers are preventing this. If you return home early from placement anywhere (including within the UK) the University will ensure you suffer no academic disadvantage. If you need additional advice, please contact your School Office in the first instance.
You should make an informed decision and consider that the global situation is changing rapidly including border restrictions.
In line with FCO advice, we, as a University, are suspending travel where the FCO is advising against all travel or all but essential travel. Please continue to refer to the FCO website for the most up-to-date advice. The University continues to monitor and review the situation.
To help keep our people safe, all future business travel must now be booked through the University's Travel Management Company, Selective. Selective is a local company which provides 24/7 emergency assistance to all University staff who experience flight or accommodation changes or cancellations, and provides vital management information to the Serious Incident Group when there is a significant event that could impact travellers, such as COVID-19.
As always, it is of the utmost importance that University staff remain safe and healthy during any trips in connection with University business. All business travellers are responsible for reviewing official guidance (FCO, PHA) and University guidance regularly and must ensure that travel arrangements are made with their safety and wellbeing as the ultimate priority.
Read the latest official travel advice on the (FCO) website.
Given the on-going spread of the virus both at home and abroad and the rapidly changing travel restrictions being put in place internationally, the University is now advising staff and students against all but essential travel for business or study outside of Northern Ireland. Your wellbeing is the University’s first priority. Please do not let any concerns about your work or studies stop you taking this advice.
Given the on-going spread of the virus both at home and abroad and the rapidly changing travel restrictions being put in place internationally, the University is now advising staff and students against all but essential travel for business or study outside of Northern Ireland. You are asked to carefully consider your travel plans and cancel or rearrange them unless absolutely essential.
For the avoidance of doubt, activities such as student recruitment trips, visits to partner institutions, conference attendance and field trips are not considered essential.
This advice will remain in place until further notice. Any change to this advice will be published on this page.
Your wellbeing is the University’s first priority. Please do not let any concerns about your work or studies stop you taking this advice. The University will ensure that students are not disadvantaged academically by following this advice.
In line with FCO advice, we, as a University, are suspending travel where the FCO is advising against all travel or all but essential travel. Please continue to refer to the FCO website for the most up-to-date advice. The University continues to monitor and review the situation.
To help keep our people safe, all future business travel must now be booked through the University's Travel Management Company, Selective. Selective is a local company which provides 24/7 emergency assistance to all University staff who experience flight or accommodation changes or cancellations, and provides vital management information to the Serious Incident Group when there is a significant event that could impact travellers, such as COVID-19.
As always, it is of the utmost importance that University staff remain safe and healthy during any trips in connection with University business. All business travellers are responsible for reviewing official guidance (FCO, PHA) and University guidance regularly and must ensure that travel arrangements are made with their safety and wellbeing as the ultimate priority.
Your health and wellbeing is our first priority. We would strongly encourage those staff or students who are currently studying or working outside of the UK, to follow the recent FCO guidance and return home – please email coronavirus-guidance@qub.ac.uk so we can assist. Hardship funds are available for students that wish to return but financial barriers are preventing this.
Please contact the University’s travel provider, Selective Travel, on +44 (0)28 9044 2073 or qub@selective-travel.co.uk, to change your travel arrangements.
Staff or students should contact Queen’s University Belfast’s Insurance Section for advice on making a cancellation or curtailment claim. Please ensure that you have saved all relevant documentation – receipts and booking confirmations.
Insurance staff will provide the most appropriate claims form and then advise and manage the claims process with UMAL.
For further advice, please contact the Insurance section on 02890 971484 or email insurance@qub.ac.uk.
In the case of staff or students needing emergency medical treatment while on university approved travel, advice and support is available through UMAL on a 24hr basis:
Tel: +44 (0)2920 662425
E-mail: UMAL@global-response.co.uk
Please quote the Queen’s University Belfast reference: UMAL170
We have established an email and call back service for staff and students to try and answer and address any additional questions or concerns. Opening hours are Monday - Friday, 9.00am - 5.00pm, and weekends, 9.00am - 3.00pm. Please refer to this FAQs page in the first instance before getting in contact.
Please email your query to covid19callcentre@qub.ac.uk and be sure to include your telephone number.
If you need personal health advice specifically in relation to COVID-19 (coronavirus), you should call the NHS 111 service or your GP. Please do not attend your GP or emergency department without phoning in advance.
Queen's University Belfast is committed to Equality, Diversity and Inclusion.
For more information please read our Equality and Diversity Policy.
Queen's University Belfast is registered with the Charity Commission for Northern Ireland NIC101788
VAT registration number: GB 254 7995 11
