The notice requirements during probation for staff (other than in cases of summary dismissal) are:

University

Up to and including Grade H: after satisfactory completion of the period of probation, to terminate the employment prior to the date of retirement or the notified end date of a fixed term contract, other than in cases of summary dismissal, the University should give a minimum of:

Employees

Up to and including Grade H: after satisfactory completion of the period of probation, to terminate the employment prior to the date of retirement or the notified end date of a fixed term contract, the employee is required to give a minimum of:

Professors and Professorial-related staff

The notice required to terminate the employment of Professors and Professorial-related staff prior to the date of retirement or the notified end date of a fixed term contract, other than in cases of summary dismissal, is detailed in the Ordinances of the University, ie the employee or the University is required to give:

In order to gain an understanding of the reasons why staff leave the employment of the University and to help identify any improvements that can be made to employment practices or staff services, we have created an exit questionnaire that we would like you to complete.

For details of how your IT access is affected please see our Leaving the University guidance on the IT Help web pages.

You will need to return your staff card to main reception in Northcote House.

If the University has provided you with IT equipment (laptops, tablets and mobile phones), please ensure that this equipment is returned following the process here before leaving the University. Please hand any keys and other equipment to your manager.

Mobile/iPads/iPhones

• If you have a university mobile you must remove any pin/passwords, disable iCloud/Google cloud etc, Find my Phone, MFA, voicemail messages and pin and ‘restore to factory settings’ before you hand them back.
• If you have an AppleID linked to your staff email account please manage your Apple ID to change this to a private email account before you leave.

• The annual leave entitlement for staff leaving the employment of the University during the course of the year is proportionate to their completed service during the leave year.
• Use our annual leave calculator to help you calculate your part year entitlement, your holiday balance on Trent Self Service will be recalculated once your leave date has been processed.
• You are expected to take all of your outstanding leave before your start date, if this is not operationally possible by exception your manager may request for this to be paid.
• If you have taken more days leave than you have accrued, a deduction will be made from your final salary payment.
• For staff not using Trent self service to book their holidays it will be assumed they have taken their pro rata annual leave.

You can print a copy of your Personal Learning Account details through Trent Self Service to take with you to your next place of employment.

• Your final payslip and P45 will be forwarded to you after your salary has been paid. This is usually sent to you by email.
• You are asked to check your home address on the Trent HR System using the Self Service facility. This will show the current home address we have recorded for you and allow you to update your address if you wish.
• If you don’t have IT access please provide this information to the HR Administration Team before you leave.

If you are employed as a term time member of staff and paid “average pay” you will be aware of the need to make a comparison between actual pay due to you (including holiday pay) and average pay paid to you to date to ensure that you leave with the correct total pay. The amount of adjustment in pay will be detailed in your acknowledgement letter from Human Resources.

If you are currently enrolled in a Salary Exchange scheme, there may need to be an adjustment to your final salary:

• Car lease: If you currently have a lease through the University’s car leasing scheme you may be required to pay an early termination payment. See the Salary Exchange Car Policy for full details.
• Bus pass:  If you have purchased an annual bus pass through the salary exchange you must return your pass to the University as it is no longer valid for use. If you do not return the pass the balance of the gross cost of the pass will be deducted from your final salary payment. See the Stagecoach Bus pass pages for full details.
• Cycle to Work: If you are currently in the cycle to work scheme, any balance remaining on your bike will either need to be paid in full to the University or will be deducted from your final monthly salary. See the University rules for the cyclescheme for full details.
• Childcare vouchers: Membership of the scheme will lapse automatically when your employment with the University comes to an end.

If you have any queries regarding these schemes, please contact  in Human Resources.

If you are resigning within the first three years of commencing your employment you will be required to repay a percentage of the money that you have received according to the following scale:

• Resignation within first year: 75%
• Resignation within second year: 50%
• Resignation within third year: 25%

This sum must be repaid to the University no later than the final day of employment and will be deducted from your final salary payment. If you would like to arrange an alternative payment method, please contact your HR Business Partner for further discussion.

If you are employed on a fixed term contract that is ending on the date stated within your original contract of employment you will not be required to repay any relocation assistance you received.

If you have received an interest free loan from the University (for immigration maintenance, travel, etc) any remaining balance will either need to be paid in full to the University or will be deducted from your final monthly salary.