Adoption leave is available to individuals who adopt or one member of a couple where a couple jointly adopt. Where both adoptive parents are employees (either at the University or elsewhere), one will be entitled to Adoption leave and the other may be entitled to Paternity leave. Adopotion leave is normally granted to the primary carer of the adoptive child.
To qualify for leave employees must:
- be newly matched with a child for adoption by an approved adoption agency,
- have completed six months service with the University when notified of being matched with a child for adoption,
Timing and length of leave
Ordinary Adoption Leave lasts for a maximum of 26 weeks,
Additional Adoption Leave commences at the end of the Ordinary Adoption Leave period and lasts for a maximum of 26 weeks,
Leave will commence from the date of the placement or up to 14 days before it.
In the case of adoption of an overseas child, leave will commence from the date the child enters the UK or up to 28 days after that date.
Levels of payment
(provided that average earnings exceed the lower earning limit for National Insurance)
Employees with 6 months service at the time of being matched for adoption:
- 39 weeks Statutory Adoptive Pay (£135.45 - £136.78 from 6 April 2013) or 90% of weekly earnings if this is less than £135.45/£136.78.
- 13 weeks unpaid leave
Employees with 12 months service at the time of being matched for adoption:
- 18 week on full pay
- 21 weeks Statutory Adoptive Pay (£135.45 - £136.78 from 6 April 2013) or 90% of weekly earnings if this is less than £135.45/£136.78
- 13 weeks unpaid leave
NB. Staff must return to work after their adoption leave for at least 6 months in order to retain the additional occupational benefits. Staff are entitled to retain Statutory Adoption Pay even when they do not return to work. If staff do not either return or return for less than the 6 month period any additional occupational benefits they received will be reclaimed.
Adoptive Leave is counted as continuous employment for the purposes of pension rights, redundancy rights etc. You will therefore be entitled to receive an annual increment (where applicable) on your salary scale, in accordance with your contract of employment.
During both the ordinary and additional leave periods, annual leave will accrue as normal.
Additional leave relating to Bank holidays and University closure days, which occur during the adoption leave period, will also accrue.
A member of staff cannot take annual leave during either the ordinary or additional leave periods but, subject to the usual approval arrangements, may take leave accrued at the time immediately before or after adoption leave.
You will continue to contribute to the Pension Scheme during the ordinary adoption leave period, pro-rata to the amount of contractual or Statutory Adoption Pay received.
You may elect to maintain or suspend your membership of the superannuation scheme during the additional adoption leave period. If you decide to maintain it, you will be required to continue paying contributions, based upon your earnings prior to the commencement of unpaid adoption leave. The University will pay its contributions. You should notify your intention by completing the 'Statement of Intent' form (HR/885) attached.
For further advice and information, please contact the Payroll Office (extension 92041 or 92046).
Employees must advise their Head of Department:
i) the date when the child will be placed and
ii) their intended dates for leave,
within 7 days of notification of being matched for adoption.
Employees must provide a "matching certificate" from the adoption agency.
Form HR/885 must be completed and submitted to HR before the commencement of any leave.
Issued April 2003
Reviewed Jan 2012