If you are about to welcome a child through pregnancy, adoption or surrogacy you can take up to 52 weeks Maternity or Adoption Leave and you will receive full pay for 26 weeks. If you meet the qualifying criteria, you will also receive 13 weeks of Statutory Maternity/Adoption Pay as set out in these online materials.

To make the transition to your period of leave as smooth as possible notify the University of your intention to take, and return from, Maternity or Adoption Leave as soon as you can.

If you wish, you can work up to ten ‘keeping in touch’ (KIT) days during your leave.

Other relevant links include:

Shared Parental Leave offers flexibility to share the care of your child with your partner.

Special Leave is available to support your attendance at antenatal or adoption appointments, or if you need time off to deal with difficult circumstances.

Parenting rooms offer a private rest space should you need it while pregnant or to support your return to work.

Northumbria University Nursery, located on City Campus East, may help to meet your childcare needs.

Start Dates

You can take up to 52 weeks’ Maternity or Adoption Leave regardless of how long you have been employed by the University. Only one person in a couple can take Maternity or Adoption Leave; partners may take Paternity Leave or Shared Parental Leave.

If you are pregnant, you can start Maternity Leave up to 11 weeks before your expected week of childbirth. You must take at least two weeks off after you give birth.

If you are about to welcome a child through adoption or surrogacy, you can start your period of leave up to two weeks before (or up to four weeks if you are adopting from overseas). You must be newly matched to a child to be eligible for Adoption Leave. Adoption Leave is not available if you adopt a stepchild or family member.

Giving notice of your leave

Let your manager know as early as possible so they can provide support and Special Leave to attend antenatal or adoption appointments. A Pregnant Workers Risk Assessment will be conducted, where appropriate, to identify necessary adjustments to your role or work environment.

You must formally notify the University by the qualifying week. For Maternity Leave, this is 15 weeks before your baby’s due date. For Adoption Leave, this is the week in which you are notified of an approved match.  Simply ‘add an absence’ in NU People and Finance to notify us of your intention to take Maternity or Adoption Leave.

You can change the date you’d like to start your Maternity or Adoption Leave, however you are asked to give four weeks’ notice of the new date.  Your leave will begin on your chosen start date unless either:

• Your baby is born early which means your leave will begin the day after the birth.  If this happens, please tell your manager and amend your leave in NU People and Finance as soon as possible.
• You are absent for a pregnancy-related reason in the four weeks before your expected week of childbirth, which means your leave will begin on your first day of absence.  

Pay

You will receive 26 weeks’ full pay regardless of how long you have been employed by the University.  Following this, you may receive Statutory Maternity/Adoption Pay (subject to you meeting the qualifying criteria) for 13 weeks. If you wish to take the full 52 weeks of maternity leave available the remaining 13 weeks are unpaid.

You will receive payments via the monthly payroll in the normal way, subject to tax and national insurance. Your pay statement will be available for you to view via NU People and Finance.

Occupational Maternity or Adoption Pay (the part paid by the University in addition to the statutory entitlement) is subject to you returning to work for at least 12 weeks. You can opt to receive your statutory entitlement only, which you are entitled to whether you return to work or not. If you later return to work, you will receive the balance of your Maternity or Adoption Pay at the end of the 12 weeks.  

During Your Leave

Except for your pay, your terms and conditions of employment continue as normal during your Maternity or Adoption Leave.

You will accrue Annual Leave and any time equal to any Bank Holidays and Institutional Closure Days, which you are encouraged to take immediately following your Maternity or Adoption Leave where possible.   

If you are a member of a Pension Scheme, you will continue to make contributions while you are in receipt of Maternity or Adoption Pay. You can top up pension contributions on your return to work if you wish.

Salary Sacrifice arrangements may be affected. Please see the Salary Sacrifice Guidance for further information.

If you wish, you can attend work for up to ten ‘keeping in touch’ (KIT) days during your leave. ‘Work’ includes any activities and training that will help you to stay in touch with your role or the wider University. You can take the time back later when your Maternity or Adoption Leave ends. Alternatively, you can request payment for days worked by submitting details of your KIT days in NU People and Finance.  

Neonatal Care

If your baby requires neonatal care continuously for two weeks or more, you can extend your Maternity or Adoption Leave and pay by up to eight weeks. This is intended to replace time that you would have spent caring for your baby at home. Neonatal care includes time spent in hospital immediately following the birth in units such as intensive or special care.

Let your manager know how much time you need, based on the number of weeks and days your child receives neonatal care and record this as Special Leave in NU People and Finance.

Returning to Work

If you have already confirmed your planned return date you don’t need to do anything further. If you wish to change the date, or haven’t yet provided one, contact your manager and amend your leave in NU People and Finance at least eight weeks before your intended date of return.

Talk to your manager as early as possible if you would like to return to work on a different working pattern or with reduced hours. To help you to transition back into the workplace you can work flexibly as needed during the first two weeks. If you wish to work a reduced initial pattern, you can achieve this using Annual or Unpaid Leave. To request a long-term change, make a Flexible Working Request. 

On your return to work check you are up to date with mandatory e-learning modules, especially Fire Safety and Health and Safety Training. Refresh your understanding of any local health and safety procedures and your fire evacuation point, along with any systems or procedures relevant to your role. The Coaching Transition Programme is available to support you on your return to work. Talk to your manager if you need any further support. 

If you are an academic, let your manager and Head of Department know as early as possible if you wish to be considered for a sabbatical to help to re-establish your research.

If you are ill or injured and unable to return to work as planned, follow the University's Sickness Absence Policy. If you decide not to return to the University, follow the information on Leaving the University.