Contractual Entitlements - Maternity,Parental support and Adoption

   
   

Salary Sacrifice
Non-cash Benefits
Pension
Holiday Entitlement
Performance Review

Salary Sacrifice

You should be aware that sacrificed salary cannot count towards the state benefits of Statutory Maternity/Paternity/Adoption Pay and Maternity Allowance. Essentially, if by sacrificing your salary, for things like the childcare voucher scheme (or pension contributions, gym membership or the cycle scheme) your earnings for the purposes of the LEL for NIC go below £97 per week you may not qualify for SMP/MA/SPP/SAP. In these cases, you should consider whether to amend or suspend such arrangements to ensure you do not lose out on maternity/paternity benefits.

If you participate in a form of salary sacrifice, further advice and help is available from the childcare voucher provider, Pensions Administrator, Payroll or Human Resources. Where applicable, it is recommended that you contact the childcare voucher provider to inform them of the pregnancy as soon as possible.

(top)

Non-cash Benefits

During the entire period of maternity/paternity/adoption leave you are entitled to receive all Terms and Conditions, except remuneration. This means that non-cash benefits that are in existence prior to the leave (such as those provided through a salary sacrifice scheme for child care vouchers, gym membership and staff cycle schemes) can be continued throughout the leave period.

(top)

Pension

During any period of paid maternity/paternity/adoption leave the University pension contribution will be calculated as though you are working normally and receiving your normal salary such that there is no suspension of membership during this time, meaning all benefits where applicable such as death in service and ill health retirement continue based on the pensionable salary you would have been paid, but for your absence. Employee contributions continue throughout this period of paid maternity/paternity/adoption leave based on what is earned.

It may be possible for employees (subject to scheme rules allowing for this) to continue to make payments to the scheme during the unpaid period, so that membership may be continuous. Employees should indicate this on their application for maternity/paternity/adoption leave. Human Resources will be responsible for informing the University's Pensions Administrator, who will liaise directly with the employee regarding any options available.

You should contact the Pensions Administrator to discuss the options available during any unpaid period of maternity/paternity/adoption leave to ensure any implications for pension membership and benefits are understood or contact the relevant pension scheme helpline direct. Details of the helplines are available on the Finance Department web site.

(top)

Holiday Entitlement

You will accrue annual leave during your maternity/paternity/adoption leave at the contractual rate. You should take all annual leave within the appropriate leave year, where applicable and in accordance with the contract of employment the carry forward rule may be applied.

You can take accrued annual leave prior to going on maternity/paternity/adoption leave. However, if the baby is born early the annual leave is lost as maternity leave begins automatically the day after birth.

Accrued annual leave can be taken immediately following the end of the maternity/paternity/adoption leave period prior to you physically returning to work. It may also be used to consider a phased return to work with the agreement of your line manager.

To help calculate annual leave entitlements see the web calculator.

(top)

Performance Review

Where leave has been planned in advance, such as maternity/paternity/adoption leave, it is recommended that the reviewer conducts an Activity Performance Review meeting with you before your period of leave commences. This will ensure that achievements and contribution indicators are captured and that a contribution rating can be recommended for the portion of the activity/performance year prior to departure, based on actual contribution.

On your return from leave, your reviewer should agree your goals for the remainder of the activity/performance year and review these as part of your next annual Activity/Performance Review meeting.

For further details please see Appendix 1 - Section 14 Activity/Performance Review Procedure - A Guide for Individuals, or in respect of those in the Operations & Facilities family the negotiated pay increases will still apply along with the opportunity to progress by one increment where criteria are met.

(top)

Last edited Dec 13, 2015

Human Resources

King's Meadow Campus
Lenton Lane
Nottingham, NG7 2NR

telephone list: please see our contacts page
fax: +44 (0) 115 95 15205