Salary Sacrifice
Non-cash Benefits
Pension
Holiday Entitlement
Appraisal and Development Conversation (ADC)
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.
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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.
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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.
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Holiday Entitlement
You will accrue annual leave during your maternity/adoption/shared parental leave at the contractual rate in addition to Bank Holidays and University closure days (pro-rata for part-time staff).
You are encouraged to consider using a proportion of your annual leave entitlement before the start and after the end of your maternity/adoption/shared-parental leave.If your maternity/adoption/shared-parental leave period is likely to cross two annual leave years and it is impractical to take all of the leave in the year it was accrued (in line with the Annual Leave Policy) you may carry over the accrued annual leave, but must use these days within three months following your return to work, except where an alternative timescale is agreed with your manager due to operational requirements.
Annual leave cannot be taken between the end of the paid maternity/adoption/shared-parental leave period and the beginning of any unpaid maternity/adoption/shared-parental leave period.
To help calculate annual leave entitlements see the online calculator.
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Appraisal and Development Conversation (ADC)
Where leave has been planned in advance, such as maternity/shared parental/adoption leave, it is recommended that an Appraisal and Development Conversation (ADC) takes place prior to your leave period commencing. This will enable achievements and contributions to be recorded ahead of your leave. On your return from leave, an ADC should also take place to agree future objectives.
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Last edited May 14, 2022