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Salary exchange

If you are currently participating in any of the following University salary exchange schemes, please advise your human resources contact as soon as possible:

You may continue your existing salary exchange arrangements during any period of your maternity/adoption/shared parental leave that you are entitled to receive University Pay (UMP/UAP/UShPP).

Only the amount of your salary above Statutory Pay (SMP/SAP/SShPP) can be exchanged. At the point that there is not enough salary to exchange, the University will pay the difference between what you can exchange and the normal salary exchange amount. This includes any period for which you receive SMP/SAP/SShPP only during which the University will meet the full cost. Should you elect to defer payment of UMP/UAP/UShPP until you return to work, the above will still apply, but on receipt of your UMP/UAP/UShPP you will be required to pay back the amount paid by the University.

This commitment to continue to provide benefits via salary exchange arrangements only applies to those benefits which you are in receipt of at the start of your maternity/adoption/shared parental leave.

Childcare vouchers

With regards to childcare vouchers, you have the choice not to receive childcare vouchers whilst you are on maternity leave and to restart on your return to work after maternity leave.

However, if you have been in the scheme prior to 5th October 2018, if you leave you cannot re-join and will have to join the tax-free childcare scheme instead.

If you have been in the scheme since 2011 and are a higher rate tax payer please be aware of the rule changes from April 2011 regarding higher rate tax payers.

If you do choose to withdraw from the scheme you will need to complete a Request to withdraw from Childcare Vouchers or to amend Salary Sacrifice form.

If you are entitled to receive SMP/SAP only - or if you elect to receive SMP/SAP only (ie you defer payment of UMP/UAP) you should note that your SMP/SAP payments will be based on your Adjusted Salary in accordance with statutory requirements. Your SMP/SAP will therefore be reduced for the first 6 weeks of maternity/adoption leave when SMP/SAP is based on 90% of average weekly earnings for the 8 weeks prior to the 15th week before the EWC. ADOPTION PAY???

To prevent any reduction in the higher rate of SMP you will be opted out of Pension Salary Exchange under the 'notification of pregnancy' Lifestyle Change. If you are entitled to UMP and you elect to receive this while you are on maternity leave then you will continue to participate in Pension Salary Exchange until you are receiving SMP only, when you will be withdrawn from the scheme.

You can find out full details by looking on our Pensions website or by contacting the Pensions team.

If you are a member of one of the University's Pension Schemes you will pay pension contributions on actual earnings during any period of paid leave. During any period of unpaid leave, membership is suspended and no pension contributions are paid; there will still be life insurance cover but you will not accrue pensionable service during this period. When you return to work after your leave, you can choose to pay your contributions for all or part of this period, in which case the University would pay its contributions.

If you are a member of one of the University's pension schemes please see the following table:

 USSERSSNHS
Full pay Contributions deducted from full salary. Your pension benefits continue to accrue as normal before you commenced maternity leave Contributions deducted from full salary. Your pension benefits continue to accrue as normal before you commenced maternity leave Contributions deducted from full salary. Your pension benefits continue to accrue as normal before you commenced maternity leave
SMP only Contributions are calculated and deducted based on the actual amount you receive. The employer will top up your contributions to the pre maternity leave level. Your pension benefits continue to accrue as normal as above. Contributions are calculated and deducted based on the actual amount you receive. Contributions are calculated and deducted based on the actual amount you receive. The employer will top up your contributions to the pre maternity leave level. Your pension benefits continue to accrue as normal as above.
Nil pay No pension contributions are deducted your USS membership is put into suspense. You are still covered for full life insurance but you will not accrue any pensionable benefits for the period of Nil pay. No pension contributions are deducted your ERSS membership is put into suspense. You are still covered for full life insurance but you will not accrue any pensionable benefits for the period of Nil pay. No pension contributions are deducted your NHS membership is put into suspense. You are still covered for full life insurance but you will not accrue any pensionable benefits for the period of Nil pay.
Return to work Pension contributions will recommence should there have been a gap in pension contributions due to unpaid leave you can choose to pay your contributions for the unpaid period and the University would pay its contributions.

Pension contributions will recommence.

Pension contributions will recommence should there have been a gap in pension contributions due to unpaid leave you can choose to pay your contributions for the unpaid period and the University would pay its contributions.

Additional Voluntary Contributions (AVCs)

If you are paying any Additional Voluntary Contributions please contact the pensions office who can advise you what happens to these upon commencement of maternity leave.