Special Leave Scheme
1 APPLICATION
The entitlements to paid and/or unpaid leave within this Scheme apply to all staff of the University.
2 ENTITLEMENTS
Special leave with pay will normally be granted by line managers up to and not exceeding 6 days in any
one leave year, (i.e. 1 September to 31 August), up to and not exceeding 2 months without pay in any one
leave year. In deciding the amount of leave with pay the following guidance will be used:
(a) Maximum no. of
days paid leave
Approved by:
Circumstances
3
Line Manager
House/Home Move
1
Line Manager
Degree Ceremonies - self
partner, son or daughter
1
Line Manager
Wedding/civil partnership
ceremony of self or close
relative
5
Line Manager
Bereavement of close relative
Discretionary
Line Manager
Illness of partner, parent, son
or daughter; religious festival
(b) Additional
maximum no. of days
paid leave
Approved by:
Circumstances
18
Vice Chancellor
or nominee
Public service, public office or
other extraneous duty
(c) Maximum number
of days unpaid leave
Approved by:
Circumstances
2 months
Line Manager
Compassionate, domestic and
personal (including extended
leave)
3 SERVICE IN NON-REGULAR FORCES
Managers are recommended to give sympathetic consideration to requests for time off to undertake duty
with the non-regular forces.
The amount of leave to be granted should not exceed the minimum required for attendance at annual
camp, which is for two weeks per year, (i.e. a maximum of ten working days). The granting of such leave
should always be subject to the needs of the Faculty/Department/Service.
Employees who request such leave must give as much advance notice as possible to their line manager.
Employees should have the choice of either:
(a) taking annual leave
(b) taking leave without pay - where the salary paid by the non-regular force is equal to, or exceeds the
University salary
(c) the employing Faculty/Department/Service to make up any loss in pay if an individual employee takes
leave without pay and the 'salary' paid by the non-regular force in question is lower than the salary payable
by the University.
4 NOTES
(i) Requests for special leave beyond the above entitlements should normally be made in writing to the
Director of Human Resources, appropriately endorsed by the employee's line manager.
(ii) Public Service, public office or other extraneous duties include:
Justices of the Peace.
Local Authority Members.
Members of Statutory Bodies (e.g. Health Authorities).
Educational establishments Governing Bodies.
Staff appointed or nominated to serve on a Government Committee, Tribunal, Panel or other similar body.
(iii) Close relative is defined as an employee's partner, father, mother, grandfather, grandmother, stepfather, step-mother, son, daughter, grandson, granddaughter, step-son, step-daughter, brother, sister, halfbrother, half-sister, father/mother-in-law, son/daughter-in-law.
(iv) In determining the normal day's pay of a member of staff, the University will include any regular
additional payments.
(v) Where a member of staff is granted special leave for 'Public Service', in addition to being a member of
the non-regular forces, the leave which is granted for the former must take precedence.
In such instances, this may result in managers being unable to approve leave for duties connected with the
non-regular forces.