Oxford Brookes University

Oxford Brookes University is an education management institution which specializes in knowledge transfer partnerships, and workforce development.

Updated

9 Apr 2024

Company Size

Industry Group

Sub Industry

HIGHER EDUCATION

Higher Education

Enhanced Maternity Policy

Nugget Rating

Policy Details

13 weeks at full pay (including SMP)

13 weeks at 50% salary plus SMP flat rate*

13 weeks at SMP flat rate*

How long do you have to work at the company to qualify?

have 26 weeks’ continuous service with the University at the beginning of the 15th week before the EWC

If you decide to cease employment whilst on leave what is the clawback policy?

If the employee does not intend to return to work for a minimum of 13 weeks following maternity leave, they will be entitled to a reduced level of Occupational Maternity Pay as follows: 13 weeks at full pay (including SMP element) 26 weeks at SMP flat rate*

Policy Details

Eligible parents will be able to share a maximum of 50 weeks leave* and 37 weeks’ ShPP, for the purpose of caring for a child within the first year of the child’s life or in the year after the child is placed for adoption.

Oxford Brookes offers all pregnant employees the option of an additional 11 weeks’ University Maternity Leave (UML) - 63 weeks in total. This additional leave is also offered to adoptive parents. Shared parental leave at Brookes mirrors this provision.

The University will enhance ShPP for its employees (depending on the amount of Occupational Maternity Pay already received until the curtailment of maternity leave) as follows:

Full pay (including statutory ShPP) for first 11 weeks (after the two weeks’ compulsory maternity leave);

Half pay plus statutory ShPP for subsequent 13 weeks, and
Statutory ShPP for remaining 13 weeks.
No combination of payments will exceed full pay.

If an employee elects to receive the enhanced pay and subsequently decides not to return to work, they will be asked to repay it. Likewise, if an employee elects not to receive the enhanced pay and then decides to return to work for at least 3 months, the whole of the payment will be made on the completion of 3 months’ service.

How long do you have to work at the company to qualify?

have 26 weeks’ continuous service by the end of the 15th week before the expected week of childbirth or being notified of being matched with an adoptive child;

If you decide to cease employment whilst on leave what is the clawback policy?

The 13 weeks’ half pay is optional and dependent on an intention to return to work for at least 3 months after the birth/adoption of the child.

Policy Details

All employees are entitled to up to 52 weeks’ adoption/surrogacy leave regardless of their length of service. The first 26 weeks is known as ordinary adoption/surrogacy leave and the second 26 weeks as additional adoption/surrogacy leave. In addition to this statutory leave, Brookes offers an optional 11 weeks’ additional adoption/surrogacy leave (AAL) - 63 weeks in total.

13 weeks full pay (including the statutory adoption pay (SAP) element)

13 weeks at 50% salary plus SAP flat rate*

13 weeks SAP flat rate

How long do you have to work at the company to qualify?

Have 26 weeks’ continuous service with the University by the ‘Qualifying week’ (beginning on Sunday) in which:

they are notified of being matched with a child within the UK for adoption; or

official notification was received of a child from overseas; or

the 15th week before the baby is due in surrogacy cases.

If you decide to cease employment whilst on leave what is the clawback policy?

If the staff member does not intend to return to work for a minimum of 13 weeks following Adoption/Surrogacy leave, they will be entitled to adoption/surrogacy pay as follows:

13 weeks full pay (including SAP element)

26 weeks SAP flat rate*

Additional benefits

In the sad event of a stillbirth after the start of the 24th week of pregnancy, or if the baby dies after being born, all maternity rights apply in the same way as with a live birth.

In the event of a miscarriage or stillbirth, support may be provided by Occupational Health including the option for counselling.

In the sad event of a miscarriage after the start of the 24th week of pregnancy, or a baby is born alive at any point in the pregnancy but later dies, eligible employees will still qualify for Paternity Leave.

Employees will be treated compassionately and any absence from work will be handled under the normal sick pay and/or compassionate leave arrangements. Support may be provided by Occupational Health including the option for counselling.

Oxford Brookes University

Updated

Company Size

Industry Group

Sub Industry

Nugget Rating

Policy Details

How long do you have to work at the company to qualify?

If you decide to cease employment whilst on leave what is the clawback policy?

Policy Details

How long do you have to work at the company to qualify?

If you decide to cease employment whilst on leave what is the clawback policy?

Policy Details

How long do you have to work at the company to qualify?

If you decide to cease employment whilst on leave what is the clawback policy?

Policy Details

How long do you have to work at the company to qualify?

If you decide to cease employment whilst on leave what is the clawback policy?

Additional benefits

Nugget Savings

Share your policy

Privacy Policy