Parents Pack by UoKHR

PARENTS PACK/

INFORMATION FOR YOU AND YOUR MANAGER

Content Introduction

Before becoming a parent

What should I do first?

Maternity Leave and Pay

Partner Leave and Pay Entitlement

Adoption Leave and Pay

Shared Parental Leave

When life does not go as planned

Additional leave and pay for parents of premature babies

Compassionate Leave

Checklist for Employees

Checklist for Managers

During Your Leave

Keeping in Touch

Checklist for Employees

Checklist for Managers

Returning to Work

Checklist for Employees

Checklist for Managers

Work-Life/Home-Life Balance

Ways to Support Work-Life Balance

Flexible Working

How to use â&#x20AC;&#x2DC;Nursing/Parenting Rooms

Childcare Support

Tax-free Childcare Scheme

Nurseries

Workplace Nursery Salary Exchange Scheme

Childcare Vouchers

Early Years

Bringing your child to campus

Parents Pack – Supporting Families at Kent Introduction A need to create this Parents Pack was recognised by the Athena SWAN Team and is based on comments, questions and queries from parents and carers via focus groups, workshops, surveys and interviews. This document is for those becoming parents whilst working at the University of Kent and also their line managers. It helps staff and their managers to navigate this life-changing period.

Image: Unsplash

Becoming a parent is life changing. No matter if it is the first or fourth baby there are a million and one questions running through the-parent-to-be head – one of them, for sure, is how to bind work and family lives together. There is more than one way to become a family; IVF, Adoption, Surrogacy, Fostering. There can also be obstacles and challenges on the way – every journey is different. Here’s all the information needed to help you understand the options available so you can make the right choices for you. This staff guide provides guidance on the following: • • • •

Before becoming a parent Returning to work During your leave Child-friendly benefits

Before becoming a parent

Whether it's your first child or not, preparing for a baby and planning your parental leave can result in a number of questions. Any decisions you make related to your parental leave, return to work options etc. are flexible. Any changes needing to be made can be discussed with your line manager and your Human resource team will need two months’ notice of any changes to dates.

Image: Unsplash

What should be done first? Becoming a parent in which ever capacity is an exciting time. There is no fixed or right time to share your news, however, in order for the University to ensure that your working environment is safe and suitable for your parental needs your line manager will carry out a risk assessment for you. Depending where at the University you work there might be need for this to take place sooner rather than later. You are also entitled to paid time off for antenatal appointments – if you are the one expecting, you get paid time off for all your antenatal appointments. If you are the partner of someone expecting you are entitled to take part to 2 antenatal appointments – if you wish to take part to more appointments you should discuss about this with your line manager. The first trimester is usually kept private and there is no rush to tell anyone if you don’t want to (some want to shout their news to every direction and that’s equally fine!) When you tell your line manager is entirely up to you. It is good to tell your manager/colleagues/team as they will be able to help, support and share the journey with you. There might be someone working closely with you who has been pregnant or has become a parent and could happily share some tips and hints!

What should I do if I feel unwell on campus whilst pregnant? If you require some additional support or a place to rest, you can visit Nursing Services (near Campus Security). You should always call your doctor or midwife if the illness is uncharacteristic.

There are ‘Parenting Rooms’ at both Campuses one can use for resting if needed. More information about this can be found below, in the ‘Return to Work’ section. You may also want to consider having a dedicated colleague (with access to a car) as an emergency contact in case there is a need for someone to drive you home or visit hospital.

Maternity Leave and Pay

You officially notify HR on the 15th week prior to expected week of childbirth. Find the Sunday before your baby is due (or the due date if it is a Sunday) and count back 15 Sundays from there. That is the start of the 15th week before your expected week of childbirth. You should use the due date on the MAT B1 certificate which your midwife or GP will give you when you are about 20 weeks pregnant. Informing HR is important as this allows you to qualify for Maternity Pay. You do this by informing HR Operations Team by filling in Maternity Leave Application Form. You can do this without MATB1, which is legal document that is used to calculate leave and pay. MATB1 form can be sent separately later. You can also wait for this document and then send both together to HR Operations Team. The dates you give here can be changed later, as long as you give 8 weeks’ notice. Bear in mind that you cannot start maternity leave before the 11th week of expected week of childbirth. You and your line manager will then both receive a letter sent by email from HR Ops team confirming the details of leave and pay. You can arrange a Maternity meeting with HR Ops, too, if you wish to have one and discuss your maternity leave and pay. There is no obligation to have this meeting – you can do this at any stage of the process or not, it is entirely up to you. To arrange your maternity meeting, please contact the relevant HR Coordinator for your department.

How much maternity leave can I take? All new mothers are entitled to up to 52 weeks maternity leave regardless of length of service and must take a minimum of 2 weeks maternity leave. These two weeks are compulsory for medical reasons, to ensure you have recovered from the childbirth. If you have not worked more than 26 weeks at your 15th week before expected week of childbirth you may qualify for Maternity Allowance. You are still entitled to up to 52 weeks’ maternity leave.

Will my maternity leave be paid? Entitlement to paid maternity leave is dependent on length of service by the expected week of childbirth. If you have between 41 and 51 weeks service by the expected week of birth you are entitled to Statutory Maternity Pay (SMP) for up to 39 weeks. This will be paid by the University. The current rate of SMP 90% of your normal weekly pay for the first 6 weeks followed by 33 weeks at £148.68 per week (2019/20). You can see current rates here. If you have 52 weeks service or more by the expected week of birth you are entitled to Contractual Maternity Pay which is either:

Option 1

Option 2

• 8 weeks leave on full pay

• 16 weeks leave on full pay

• followed by 16 weeks on half pay plus SMP1

• followed by 23 weeks at SMP flat rate

• followed by 15 weeks at SMP flat rate

• plus up to 13 weeks’ unpaid leave

Staff who have less than 26 weeks’ service at their 15th week before expected week of childbirth, or earns less than the lower earnings limit, may still be entitled to Maternity Allowance. In other words, if you have less than 41 weeks service by the expected week of birth you may be entitled to a Maternity Allowance which is paid

directly by the Government. The Pay Office can advise you of your eligibility in terms of qualifying for this allowance and how to obtain the claim form (SMP1 form). You can contact the pay office via this email: payoffice@kent.ac.uk

What happens to the Maternity Pay if I decide not to return to work after my Maternity Leave? The University will no longer reclaim all or part of the contractual element of maternity pay if the mother does

not return to work or leaves within 3 months (or 6 months if it is a second period of maternity leave).

What happens with my Annual Leave entitlement? You will continue to accrue annual leave and mandatory leave during your maternity leave. You are encouraged to take a proportion of your annual leave before the start and after your maternity leave, however you are not obliged to. If your maternity leave crosses two leave years, you can carry over any untaken annual leave but you must take it within 3 months of returning from leave.

Can I have Special Leave for IVF treatment? The answer is yes, you can, and there is no qualifying period for this either. The entitlement is 5 days leave for those undergoing treatment.

Partner Leave and Pay entitlement Family is family no matter how it is formed. As the partner of the babyâ&#x20AC;&#x2122;s mother/father you are entitled to different types of partner leave

Image: Unsplash

How much leave can I, as the partner, take? You can take up to 2 weeks leave in a single block of one or two consecutive weeks. Partner leave cannot be taken as odd days or two separate weeks

When can I take leave? Partner’s leave can start from the date of child's birth but must be taken within 56 days of your child's birth/placement.

Will my leave be paid? To qualify for paid paternity leave you must have at least 41 weeks service by the expected week of birth, or in other words you have been continuously employed by the University for at least 26 weeks, ending with the 15th week before the expected week of the child’s birth (EWC), or ending with the week in which he or she was matched for adoption.

What happens with my Annual Leave entitlement? You will continue to accrue annual leave and mandatory leave during your Paternity/Partner leave.

Can I have Special Leave for my partner’s IVF treatment? Partners can take 2 days paid leave for attending IVF treatment and ante-natal appointments.

Adoption Leave and Pay Am I entitled to Adoption/Surrogacy Leave? All staff are eligible to apply for adoption leave, irrespective of their length of service.

Will my leave be paid? To qualify for Contractual Adoption Pay, staff must have been continuously employed in the University’s service for a minimum period of 12 months before their Expected Date of Placement. To qualify for Statutory Adoption Pay staff must also have average weekly earnings at least equal to the lower earnings limit for National Insurance contributions.

What should I do first? You should notify your line manager and Human Resources; Operations and Reward team that you intend to take adoption leave within seven days of receiving notification that you have been matched with a child.

Can I attend appointments related to the adoption? The main adopter will be able to take paid time off for up to five adoption appointments. Evidence of these appointments may be asked for. The secondary adopter will also be entitled to take paid time off for up to five appointments. Evidence of these appointments may be asked for.

What happens with my Annual Leave entitlement? You will continue to accrue annual leave and mandatory leave during your adoption leave. You might want to take a proportion of your annual leave before the start and after your adoption leave. If your adoption leave crosses two leave years, you can carry over any untaken annual leave but you must take it within 3 months of returning from leave.

Shared Parental Leave Entitlement Things have become a little more equal when it comes to parental leave. Shared Parental Leave (SPL) provides eligible parents with the opportunity to choose to share to share between them the care of their child. This way the partners also get to enjoy the first year of the baby’s life! SPL is ‘Transferred Maternity Leave’; a mother can decide to terminate her maternity leave and ‘transfer’ what’s left to be used by the father or father and the mother.

Image: Unsplash

What is Shared Parental Leave and am I eligible? Shared Parental Leave is quite new, it has been an option for parents only for a couple of years. The uptake and awareness is low still (and we wish to change this). Parents have the option of converting (transferring) their maternity leave and pay into Shared Parental Leave and Pay and sharing the remaining period of (maternity) leave and pay between them. SPL is available to parents who meet the employment and earnings eligibility requirements, if the mother decides to curtail (cut back/end) her maternity leave entitlement. Leave must be taken within 52 weeks (first year) of the birth of the child. You are eligible for SPL if you are the mother, father of the child or spouse, civil partner or partner of the primary adopter AND • • • •

You have completed 26 weeks continuous service with the University by the 15th week before the expected week of childbirth You will share responsibility for the care of the child You are still employed with the University in the week before the leave is taken You or your partner are entitled to Statutory Maternity Leave and Pay and have curtailed this entitlement

How much Shared Parental Leave can I take? You can take up to 50 weeks Shared Parental Leave between you and your partner depending on how much maternity or adoption leave you or your partner have taken.

For example if you decided to take 18 weeks maternity leave out of your 52 week entitlement, the remaining 34 weeks could be converted in to Shared Parental Leave. This leave can then be divided between yourself and your partner.

How can Shared Parental Leave be taken? You and your partner may choose to take SPL at the same time or at different times, as long as the total leave does not exceed what is jointly available to you. You may choose to take continuous leave, which is a block of leave with one start and end date, or discontinuous leave which is a leave pattern where you return to work between two or more periods of Shared Parental Leave. For example, if you give notice of your intention to end your maternity/adoption leave, you can convert the remaining leave into SPL which is shared between yourself and your partner. Your partner could then choose to take a period of SPL during your maternity leave or after you have returned to work. You could also choose to alternate periods of SPL with periods of work so that when you are at work your partner is on leave and vice versa.

Will my Shared Parental Leave be paid? Entitlement to paid Shared Parental leave is dependent on your eligibility for contractual Shared Parental Pay and how much maternity or adoption pay you or your partner have received. Under the Statutory Shared Parental Leave scheme you are entitled to up to 37 weeks Statutory Shared Parental Leave pay. i.e. you are entitled to 39 weeks Statutory Shared Parental Leave pay minus the number of weeks you or your partner have received Statutory Maternity or Adoption leave pay and the number of weeks your partner has received Statutory Shared Parental Leave pay. Under the Contractual Shared Parental Leave scheme, you are entitled to up to 14 weeks full pay and up to 23 weeks Statutory Shared Parental Leave pay. i.e. you are entitled to 14 weeks full pay minus the number of week you received enhanced maternity or adoption leave pay (excluding the compulsory 2 weeks maternity/adoption leave) and up to 23 weeks Statutory Shared Parental leave pay minus the number of weeks you or your partner received Statutory Maternity or Adoption leave pay and the number of weeks your partner has received Statutory Shared Parental Leave pay.

What happens with my Annual Leave entitlement? You will continue to accrue annual leave and mandatory leave during your Shared Parental leave. You are encouraged to agree with your line manager when you intend to take your annual leave before the start of your Share Parental leave and may take your leave before, after or between periods of Shared Parental Leave. If a block of Shared Parental Leave crosses two leave years you may carry over annual leave accrued in the first leave year but must use these days within three months following the end of your SPL. Your partner must also satisfy the employment and earnings requirements as outlined in the Shared Parental Leave policy.

How can I keep in touch during my Maternity/Adoption/Shared Parental Leave? Before you go on Maternity or Shared Parental leave, you should discuss with your manager how you will stay in touch during your leave. This may include agreeing how often you/they will make contact and how you will stay in touch. You may also want to provide your preferred contact details and discuss the possibility of â&#x20AC;&#x153;keeping in touch (KIT)â&#x20AC;? and Shared Parental Leave in Touch (SPLiT) -Days. More information about these in the next section.

When life does not go as planned For some individuals becoming a parent can sometimes mean encountering unexpected and difficult times. Below is some information to guide you through some of these difficult and uncertain times when life does not go as planned.

Additional leave and pay for parents of premature babies Parents of premature babies are entitled to one week’s pay and leave for every week the babies are in neonatal care, up to a maximum of six weeks. The qualifying period for this remains the same: a day one benefit for mothers and 26 weeks service for partners.

Compassionate leave Life does not always go as planned and one can’t but hope that this type of leave (Parental Bereavement Leave and Pay) is not needed. The loss of a child is a harrowing and distressing time for any parent. The University recognises the importance of supporting staff during this difficult time and provides Parental Bereavement Leave and Pay where a member of staff loses a child under the age of 18 or has a stillbirth after 24 weeks of pregnancy, they will be entitled to two weeks full pay and leave.

Further Information •

Government information on what to do when someone dies www.gov.uk/when-someone-dies

•

British Psychological Society’s advice on coping with death and grief www.bps.org.uk/coronavirusresources/public/coping-death-and-grief

•

Cruse Bereavement Care charity give advice on coping with a death. www.cruse.org.uk

•

The Good Grief Trust aims to help all those suffering grief in the UK www.thegoodgrieftrust.org

Checklist for You – Before Leave  Informally notify your line Manager of your pregnancy and your expected due date as soon as you feel comfortable  Let your line manager know about your antenatal appointments in advance to allow them to take these into account when planning ahead  Discuss about your Maternity/Parental Leave plans and use of Annual Leave entitlements before/after your Maternity Leave with your line manager.  Submit Maternity notification form to formally notify the University of the pregnancy and agreed leave. (This is to be submitted by the 15th week before your expected week of confinement. Submit your MATB1 form with this, or separately after).  Send the Maternity Leave and Pay application to HR Operations Team  If you are absent due to pregnancy related illness ensure you notify your line manager of the reason for this to be recorded accurately  Assist your line manager where applicable by outlining your duties to aid them to appropriately resource these tasks during your maternity period  Develop a handover timetable with your line manager  Provide 28 days’ notice if you want to amend your maternity leave commencement date  Arrange one of your colleague (preferably with a car) to be on stand-by if there’s a need to take you to home or hospital during a working day 10

 Agree a communication plan with your line manager for when you are off.  Discuss about using the KIT Days (details about these can be found in the ‘During your Leave’ section).  Register for nursery (in many areas you will be put on a waiting list)

Information for Your Manager Before your employee goes on leave Staff will appreciate hearing that they have your support during pregnancy and/or parental leave. Adopting some flexibility can make a big difference both during pregnancy and in supporting their individual plans. Uncertainty about what will happen when the employee is on leave can have an impact on both them and the wider team. As soon as is feasible, start thinking about any cover (if applicable) and any handover arrangements. Be aware of the length of time needed to approve and implement a recruitment process (if applicable). Communicating the possibilities within the wider team can be helpful at the right time. It is essential that you don’t inform the team until your employee is ready for their news to be shared. Arrange to meet with your employee once they inform you of their intent to go on parental leave. This does not need to be a formal meeting. Topics may cover: • • •

Anticipated leave dates Any Health, Safety and Wellbeing considerations Annual Leave plans, including how to take the leave entitlement for the current leave year (For example annual leave can also be used to support returning to work)

For Maternity and Adoption Leave it will be assumed, (subject to your employee’s terms of their contract) that they will return to work latest after 52 weeks from when they started their period of leave.

Pregnancy Health & Safety Risk Assessment A Risk Assessment is necessary as soon as employee has notified they are pregnant to action any adjustments. Mobility and other factors are likely to change during pregnancy; regularly reviewing the Risk Assessment with your employee is important.

Cover and Handover Based on the anticipated leave period, you will need to consider how the work will be covered. This may include reorganising work, reallocating tasks, suspending some work activities and recruiting to cover the work. It is University policy that cover arrangements should not place unreasonable pressure on the employee after returning from leave or result in them feeling compelled to return sooner than they would like. Keep communicating with your employee and team as a whole and involve people in considerations around work reorganisation and reallocation of tasks where appropriate. Consider creating a handover document which includes a list of all projects and tasks. Consider whether KIT (maternity and adoption Keeping in Touch) or SPLiT (Shared Parental Leave in Touch) days could be used to support handover and support return to work.

Appraisal - Reflect, Plan and Develop (RPD) For longer leave periods (primarily maternity, adoption and shared parental leave) carry out an appraisal before your employee goes on leave to ensure all achievements for the year to date are captured and that you have the opportunity to discuss wellbeing, work life balance and workload. One area that you may want to discuss with your employee is any support that they may need around personal and professional development during this period or on their return to work. This can include sharing information including a calendar of upcoming events, information on internal development opportunities and conferences. KIT/SPLIT days can be used to undertake any identified development

Plan an appraisal following the leave to agree new objectives.

Checklist for your Manager – Before Leave: Arrange a meeting with your employee Discuss leave and handover arrangements Undertake an Appraisal discussion Carry out risk assessment (4 weeks before the leave starts and when returning to work) Think about how the leave will be covered. It is important that the work does not pile up for the individual if there is no one covering the role. Also negative implications about sharing the work around other colleagues need to be thought about.  Ensure you are aware of the policies, processes and key dates for action, and have access to relevant resources  Make sure the Expectant Mother’s Risk Assessment Form is filled in and returned to Occupational Health     

Further Information -

Maternity Leave and Pay Policy Paternity Leave and Pay Policy Adoption Leave and Pay Policy Shared Parental Leave Policy

During your Leave You’re on Maternity/Adoption/Shared Parental Leave! It’s now time to get to know your new family member(s). You will probably not be thinking about work much at the beginning of your leave but, depending on the length of you leave, you might be interested in keeping in touch with your colleagues and work.

How can I keep in touch during my Maternity/Adoption/Shared Parental Leave? Your manager may contact you during your Maternity or Shared Parental Leave to update you on what is happening at work, promotion or development opportunities or to discuss plans for your return to work.

Keeping in touch During your Maternity Leave/SPL you are able to take up to 10 Keeping In Touch (KIT) or 20 SPLiT (Shared Parental in Touch) days without your Maternity Leave/SPL being brought to an end. These days are designed to enable you to continue to be involved in work priorities, attend development or college events during your leave without the leave being brought to an end. You do not have to come in for a whole day/do a full day’s work - any amount of hours worked during 1 day is enough for a full KIT day’s pay. Keeping in Touch Days (KIT) and Shared Parental in Touch Days (SPLIT) are available to all. They are a great way to keep yourself in the loop and are used in various ways. They are meant, for example, different development needs, for hand over (from the person covering your role), to work on your usual work duties, -or to attend a team meeting/away day. Other examples based on staff communications and survey include: • • • • • • • • • • • •

Meeting with PhD students Meetings about REF Catching up with the maternity cover – informal and/or formal Supporting maternity cover To attend events, conferences, meetings Open Days Finishing research related activities Staff Recruitment Informal chats with manager and colleagues To help fulfil a GDPR request Helping out new team members Meeting new manager

Will I be paid for KIT or SPLIT days? How much you get paid for KIT days depends on when you take them – will the day fall on a period when you are on paid or unpaid part of the leave. When you take a KIT day when you are no longer on contractual pay (i.e with Option 1 after 8 weeks, with Option 2 after 16 weeks) are paid at ‘flat rate’ – in other words you get full day’s pay. If you take a KIT day whilst on half pay you will have your pay ‘topped up’ to your ‘flat rate’ of pay for that KIT day. If you take a KIT day when on a period of paid annual leave as part of their paid maternity/adoption leave, the days’ leave will be added back onto your annual leave entitlement, to be used at a later date. All KIT days are paid in arrears. You are able to take a KIT day during any full pay period of maternity/adoption leave. This should be recorded on the KIT day form in the same way, but will results as an additional annual leave day for you instead of full day’s pay.

How can I apply for KIT/SPLIT days? Keeping in Touch days can only be taken with prior agreement from your line manager. Therefore, you should apply directly to your line manager stating the dates and reasons you would like to take a KIT / SPLIT day.

Your line manager will then complete the KIT/SPLIT days form and forward this form to Human Resources if a payment is to be made following your return to work.

Checklist for You – During Leave:  Continue to communicate with your line manager whilst off on Maternity Leave as you’ve agreed  Agree and record KIT days with your line manager if you are using any  Provide 8 weeks’ notice if you wish to alter your return to work date  Speak with your line manager about your return to work  Inform your line manager if you are going to be breastfeeding when you return to enable them to support you to do this  Speak with your line manager if you are considering applying for flexible working to discuss this  If you foresee any problems about settling back into work for whatever reason please speak to your manager right away for them to support you through this  Consider different childcare options; register for nursery (if you have not already) or contact childminders

Checklist for Your Manager – During Leave:  Keep in touch with them as agreed and make arrangements for agreed KIT/SPliT days  After each KIT Day fill out the KIT Day form and return it to HR Ops Team. KIT Day Form can be found here. Three months before the employee returns to work you should:  Check if your employee would like to change their communication preferences before their return to work  Provide an update on their accrued annual leave allowance  Share information about flexible working  Provide information on support for breastfeeding/expressing  Put in a reminder about applying for a car parking permit

Returning to work Life after having a baby isn’t the same! Some might want to return to work full-time, some part-time and some not at all. Everyone’s different in the way they feel about returning to work. It is a big change, not just for the individual but for their whole family. When you return to work after your leave it is a good idea to discuss with your line manager on your first day back and during the first week as and when needed to confirm working patterns and responsibilities. Another meeting can be scheduled after about 1 month to discuss about how things are going and see if there is a need to make any changes or alternative adjustments.

Image: Unsplash

Checklist for You – Returning to Work:  Conduct a return to work meeting with your line manager – ensure you advise them of any health issues that have changed for you to enable them to seek advice from occupational health where appropriate to support you  Notify use of KIT days if this has not been recorded during your leave  Speak with Pay office regarding salary sacrifice/tax free childcare where appropriate  Apply for salary exchange scheme (if you are using the Canterbury Campus nursery)  Now that you are back, if you are having any problems settling back into work for whatever reason please speak to your manager right away for them to support you through this.

Checlist for Your Manager – Returning to Work:  Inform HR of your employee’s return date, to enable them to re-start their pay.  Create a re-induction plan/pack, updating the employee on any changes, objectives, projects, upcoming tasks.  Ensure the relevant IT setup has been updated with any new or changed permissions.  Arrange a ‘Welcome Back’ meeting and prepare to discuss any changes and updates, introductions to new staff, handover of work, University and team strategy updates, and any support needed.  Arrange an Appraisal meeting if timely and needed.  Confirm holiday booking system is up to date and accurate in reflecting any changes to working hours (if any).  Check their working environment: desk is prepared and cleared, and that all IT equipment (laptop, phone, mobile) is ready to use. 15

 Ensure that the employee has the correct meetings in their diary for the first two weeks: o Departmental meetings o Team meetings o 1:1s with line manager and any direct reports  Communicate with team/wider colleagues to let everyone know when the employee is returning and any changes to hours, roles, seating etc.  If the employee will be breastfeeding on return, carry out a risk assessment, consider necessary adjustments to support expressing breaks, and identify private space to express and store milk. (Familiarise yourself with the details of the parenting rooms on campuses).  Arrange to share any missed all-staff communications.  Arrange refresher training on relevant IT systems if appropriate.  Organise an update meeting between your employee and your manager or relevant Director/DoD/DoO.  Organise a handover meeting with the maternity cover.  If the returning employee is an Academic consider the following: • Reduced teaching load • Only assign modules that have been taught before or that have the materials ready  Fill out New Mother’s Risk Assessment Form and return it to Occupational Health.

Work-Life/Home-Life Balance Life has changed completely after the arrival of the new family member; you have responsibilities and interests that have to be balanced with working life. There are different ways the University tries to create a wellmanaged, flexible working environment that supports staff and their families, promotes welfare, maintains working practices and provides a productive balance between work and life outside work.

Image: Unsplash

Ways to support work-life balance: • • •

• •

Flexible working is available for everyone; with or without children/caring responsibilities. You have the right to request flexible working. V-working: You can ask a temporary reduction with your working hours with the aim to return to fulltime after a period of time. Special leave: is an unpaid emergency leave that is available to all staff with caring responsibilities. You will be allowed a reasonable amount of unpaid time off to make arrangements to deal with specific circumstances involving a dependant, for instance when a dependant falls ill, a breakdown in childcare arrangements, or there is a serious accident or illness Career break: Career break isn’t often used as a child(ren)/dependent care, but it is an option. Career breaks can be granted for a minimum of three months or a maximum of 12 months. Parental Leave: 18 weeks' unpaid leave is available for staff who have a child aged under 18. (Must be taken before the child is 18. Total amount of 18 weeks of unpaid leave per child).

Flexible working As an employee it is your legal right to request flexible working. (All employees, not just parents and carers, have the legal right to request flexible working). Flexible working agreement could be an alternative working pattern to the standard working hours or part-time working. You can also reduce your hours for a short while and then return back to full-time hours when suitable for you. At Kent this is called “V”-Working. As a manager seek innovative ways to organise your team and respond positively to requests to alter working patterns to enable staff to fulfil more effectively their professional and personal commitments.

How to use ‘Nursing/Parenting Rooms’ At Kent you are welcome to breastfeed your baby where ever YOU feel comfortable. There are dedicated rooms available for those needing to express or breastfeed at both the Canterbury and Medway campuses. These can also be used by expectant colleagues to take a rest and put their feet up! The room at Canterbury is Rutherford E3-W8 and an access card can be obtained from Tyler Court reception. At Medway, the room is M0-04 in the Medway Building and can be unlocked by Estates and Campus Security. The rooms are used first come first served basis, calling the Tyler Court Reception (Canterbury) or Estates and Campus Security (Medway) is a good idea if you want to make sure no one is using the room when you’re planning to. There is currently no booking method in place. Both rooms contain fridges, chairs and beds.

Image: University of Kent/Parenting Room

Further Information -

There are health services available in Canterbury and Medway. There's an NHS GP surgery on the Canterbury campus with a pharmacy next door. More information about medical care facilities: https://www.kent.ac.uk/guides/health-services University Policies aimed to help with work-life balance: • Flexible working • Special leave • Career break • Parental Leave More information via Staff Guide: https://staff.kent.ac.uk/employment/family

Childcare Support Leaving your child to the nursery, childminder or with a nanny – whatever way your child is looked after can feel daunting (but also exciting!). It is a new chapter for the whole family.

Image: Unsplash

Tax-Free Childcare Scheme The government has launched a new Tax-Free Childcare Scheme, offering eligible parents a new way to save on childcare costs. Childcare Choices offers government help with childcare costs to help you pay for: • • • •

Registered childminders, nurseries and nannies Registered after-school clubs and playschemes Registered schools Home careworkers working for a registered home care agency

In addition to the tax-free childcare scheme, the Government provides 15 hours of free early education childcare for all 3 to 4 year olds in England. Working parents can now claim up to 30 hours per week, subject to eligibility. See the Government website for details

Workplace Nursery Salary Exchange Scheme The Oaks’ Workplace Nursery Salary Sacrifice Scheme enables eligible staff to opt to receive a lower salary – a salary exchange – in return for the University paying an equivalent amount of his/her nursery fees, via an amendment to contract. This arrangement means staff agree to receive a lower amount of gross pay and in return will be provided with a fully funded (or part thereof) workplace nursery.

Childcare vouchers The Childcare Vouchers scheme is now closed to new applicants, although you can still receive and use the vouchers if you are already a member of the scheme. (via Busy Bees Benefits)

Early Years All three and four year olds in the UK are entitled to 15 hours of free nursery education for 38 weeks a year. More information about early years education in the UK. 15h is a minimum and you may be entitled to up to 30 hours if both parents work FT. It only kicks in for the 1st term after the 3rd birthday. Younger children may also be eligible subject to parental income. https://www.gov.uk/30-hours-free-childcare

Bringing Your Child to Campus Sometimes life happens and you find yourself with no-one to look after your child/children and there is no other way than bringing them to campus. The University’s official guidance is to avoid bringing children to the campus, however, if there is no other option, the children are carers/parents responsibility at all times. The University is partly a public area (The Gulbenkian, restaurants and cafes and other public venues) which do welcome children - however some of the University’s facilities are not suitable for children. If you have to bring your child with you to work they are your responsibility and you have to be able to look after them.

Further Information -

Childcare facilities in Canterbury and nearby: https://staff.kent.ac.uk/campus/childcare About bringing your children to campus: https://www.kent.ac.uk/safety/hs/pages/children/Children'Animals_policy_CAPol001Rev2%5B2%5 D.pdf

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