Returning to work
If you wish to return at a date other than that already notified, then you must give your Human Resources Business Partner at least 8 weeks’ notice in writing of your date of return.
If you work full-time and want to return to work on a part-time basis after your adoption leave, or to request other flexible working arrangements, you should discuss the options as soon as possible with your Human Resources Business Partner and your College Dean/Head of Service in accordance with the procedure for Flexible Working.
You may also want to consider options such as Homeworking. Please note that staff who are homeworking should not have sole responsibility for a child/children or other dependant during hours when they are working.
You will normally return to the same job that you did before your adoption leave on the same terms and conditions (eg salary, hours, grade). However, in the rare occasions when this is not possible, you will be offered a similar job on terms and conditions comparable to your previous job.
If you decide not to return to work you must give at least the amount of notice that you are required to give under your contract of employment. It will help your line manager if you let them know as soon as you are sure.
University Adoption Pay
If you receive University Adoption Pay, you are required to work for three months (or an equivalent period of time if you reduce your hours). If you decide not to return to work or return for less than three months the University reserves the right to reclaim the UAP element of your Adoption Pay.
Keeping in Touch days
If you have taken any Keeping in Touch days whilst on adoption leave, please complete form PD25 and return it to Human Resources at least two weeks before the date you are due to return to work.
You may also be eligible for parental leave during your child's first eight years (or eighteen years if your child has disabilities). Please note that there are also changes in this area from 5th April 2015, all details can be found on the parental leave web page.
Childcare vouchers are available for employees to purchase via a salary sacrifice arrangement of up to £55 per week (£243 per calendar month) without paying tax or NI contributions on this sum.