1. Flexible working practices at UCL; what the law says and what our policies enable…

3. Work Life Balance (WLB)
The Work Foundation considers that…
‘It is achieved when an individual's right to a
fulfilled life inside and outside paid work is accepted
and respected as the norm, to the mutual benefit of
the individual, business and society.’

4. Different ways to work Flexitime / core hours
Annualised hours / term time working
Shift working / Rota working
Compressed hours
Part time working
Job share/splitting
Remote working
Career breaks

5. UCL Work Life Balance Policy
‘Right to request’ flexible working open to all employees who have completed 6 months service
Requests must be made in writing to Line Manager/HoD
Not monitored corporately
Allows departments to develop their own approaches
HR staff can give advice

6. Maternity provision UK Paid time for antenatal care 52 weeks leave
Statutory Maternity Pay (SMP)
Keeping in touch days (KIT)
Right to return to work
Annual leave
UCL
18 weeks full pay
If funding ends, UCL will try to redeploy
Research active academics may apply for one term of sabbatical leave
Childcare vouchers
Workplace nursery

7. Paternity/Partners provisionUK
2 weeks leave
Statutory Paternity Pay (SPP)
Employed for a minimum period
Taken as a block of one week or 2 weeks
Taken within the 8 weeks following the baby’s birth
UCL
4 weeks leave
Full pay
No qualifying period
Can be taken as individual days or in blocks
Can be taken during a 6 month period

8. Additional Paternity/Partners Leave (APL)
In addition to the Paternity/Partners Leave above, an employee can take an additional 2 to 26 weeks of leave, if the mother returns to work before exhausting all of her Maternity Leave. 
There is no qualifying length of service for APL.
An employee who qualifies, can receive any statutory pay not taken by the mother and this is called Additional Statutory Paternity Pay.
APL must start no earlier than 20 weeks after the baby is born and must be used within a year of the birth.
Up to 10 'Keeping in Touch' days may be agreed during APL
Further information is available in the UCL Policy on Leave for Domestic and Personal Reasons.

9. UCL Policies & Procedures
An A-Z listing of all UCL HR policies is available at
Work Life Balance
Maternity Leave/Maternity Calculator
Leave for Domestic and Personal Reasons (includes Paternity/Partner’s leave)
Sabbatical Leave
Childcare Voucher Scheme

10. Employee Assistance Programme
Workplace Options provides an independent Employee
Assistance Programme available to all staff at UCL.
This is a free, confidential, and independent resource to help
staff with the balance of work, family and personal life.
The service is available 24/7 by phone, , or online;

11. Thank you. Anne-Marie Howard HR Policy Officer