The University upholds a ‘family friendly’ ethos aiming to assist employees with balancing their home and work life. We actively encourage flexible working, home working and job share opportunities where these support the needs of both you and the University. We offer different types of leave for parents, including financially-enhanced maternity and adoption leave schemes and childcare vouchers; plus an on-site nursery to support you more practically. This page covers all our family focused policies and procedures.
Please note, in the 'Training Courses' area on the right side of the page you will find links to online courses available through Blackboard, once selected, please log-in using your normal University username and password. Information on further courses and development services can be found on the general Staff Development page.
Our Maternity Leave Scheme (click here) outlines the University’s stance on maternity leave and pay, providing useful information for expectant mothers and their line managers. Employees should refer to this document to understand the leave and benefits they are entitled to, and line managers should use it alongside the Managing Maternity online resource in Blackboard to help them manage maternity effectively. Managers should also refer to the 'Pregnancy & New Mothers' section below, for guidance to support and ensure the safety of expectant mothers during pregnancy and upon returning to work.
The Pregnancy & New Mothers at Work - Code of Practice is in place to help line managers support employees during pregnancy and upon returning to work. This should be used from when an employee announces her pregnancy through to when she is back in the workplace and no longer requires additional support. Notably this documents contain information on how to support breastfeeding mothers in the workplace. Please note maternity coaching is available for employees if required, please call 52121 in the first instance:
Childcare vouchers offer a cost effective way of financing your childcare, through a 'salary sacrifice' arrangement which will reduce the amount of tax and national insurance you pay in relation to this provision. All University employees are eligible to join
BenefitsPlus Childcare Vouchers if they have a child up to the age of 16, to request to be invited to join the scheme you should contact payroll on: email@example.com (or call 54193). It is important to note however that this scheme is administered by a company called Sodexo, so if you'd like detailed information on the benefits, please first visit the following website: Sodexo/Childcare vouchers
If you have any further queries, please refer to this Frequently Asked Questions document.
Employees with children are entitled to up to 18 weeks unpaid leave for each child under 5. Extended options apply for children who are adopted or who have disabilities. Please refer to the Parental Leave Scheme document for details on leave and pay entitlements and guidance on how to apply:
Shared Parental Leave, introduced by the government in April 2015, enables parents to share leave between them following the birth or adoption of a child. It offers a very flexible way for families to support their childcare arrangements in the way which suits them. Please refer to the resources below for guidance on the principles and prcoedures for making an application:
Many employees enjoy a flexible working pattern and these can benefit both employees and the business. The Flexible Working Procedure for Handling Requests is the document to understand if you are a line manager or if you want to request a flexible pattern, please view below:
Your details will change from time to time and it is important that the HR department holds up to date information. Please follow the guidance below to inform HR of changes to your name, address, or emergency contact details.
Change of Name
In order for HR Advice to update a change of name we will need to see the original hardcopy certificate in order to update the personnel system. The original certificate should be brought to the HR Department we can then sign off a copy and update your record. Please visit the following address between 09.00-13.00, you’ll need to check in at the floor reception.
The welfare of our people is of primary important to the University and having correct information allows us to be able to contact you when necessary. It is also vital to our business continuity planning should any emergency situations arise at the University. In addition, it is also a condition of employment that your details are kept updated.
HR Advice, 5th Floor, Maxwell Building, University of Salford, The Crescent, Salford, M5 4WT
Once HR have updated your record, should you wish to have your email address amended to reflect the change of name, you must contact IT Services directly on 0161 2952444 or email firstname.lastname@example.org.
Change of Address details or Emergency Contact Details
Home and remote working are enabled through our online systems and provide a practical way of navigating our working requirements. Line managers should be clear on acceptable practice and should work with employees to maximise the best working options for all parties. Please refer to the tele/homeworking policy for more details, which may be supported by additional guidance in your local business area.
Employees in the retirement stages of their career can apply to take flexible retirement; reducing their working hours and starting to take their pension. This enables people to balance their changing needs whilst the University benefits by retaining key skills. Please refer to the Flexible Retirement Policy for more details: