Human Resources

Leave, absence & working arrangements

Reserve Forces

The University strives to be a positive employer for both ex-military personnel and reservists. On 4th April 2016, the Vice Chancellor publicly signed the Armed Forced Covenant to pledge the University’s support for the armed forces community. This includes supporting the employment and mobilisation of reservists, employment of ex-service personnel and support for military families.

When an individual signs up to be a reservist, the Ministry of Defence will automatically send a letter to the employer unless instructed otherwise. The University would also encourage staff members to tell their line manager so that the department can provide support.

Mobilisation & Training

In order to undertake reservist training, employees are able to request up to 10 days leave per year for which they will receive half pay, in addition to the payments made to them by the military body. Dates of training should be submitted through the line manager with as much notice as possible so necessary arrangements can be put in place.

In the event of an individual being called up to duty, then firstly they should speak to their line manager and contact their designated HR Adviser or Officer as soon as possible. The University will also be sent a pack from the MOD detailing the rights and responsibilities as an employer. In most cases, reservists get 28 days’ notice, but this could be less if they are needed urgently.  The University will also, wherever possible, provide support for the spouses/partners of those called up for duty and this should be directed through the relevant HR contact.

The University supports the reserve forces and aims to support this process as much as possible. It is against the law to end a reservist’s employment because of mobilisation. After service, reservists have a right to return to the same job.

During the time in service, reservists will be paid by the MOD rather than the University. This will include any pension contributions while mobilised. Financial support can also be claimed (via HR) from the MOD, to cover:

  • the difference between civilian pay and service pay
  • the cost of any benefits that would usually be given by the employer
  • costs associated with finding a temporary replacement

Returning to Work

After deployment, the University should be informed when the employee can return to work. This is the normally the employee’s responsibility, and must be no later than the third Monday after their last day of service. After service, reservists are given a period of leave before they are expected to return to work.

Upon return, it may be beneficial for the individual to have a ‘return to work’ meeting with their line manager to discuss ways in which the department can support the transition back into their role. Further to this there are a number of services available on campus where extra support can be found: