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Hours of work

Your expected hours of work are normally agreed between you and your head of institution, in accordance with what is appropriate to your duties.

Working Time Regulations

All members of staff fall under the scope of the EU Working Time Regulations (WTR), 1998. Your contract of employment spells out their effect on your working hours and holiday entitlement. Individuals may voluntarily work more than the statutory maximum of 48 hours per week.

If in doubt, consult the head of your department or institution for clarification of your particular terms and conditions of employment.

Flexible working arrangements

(Updated April 2023)

The University’s Flexible Working Policy sets out the procedure to be followed when staff ask to work flexibly.

Flexible working may be possible for staff wishing to combine their University duties with other commitments to achieve a better work/life balance. Examples might include fitting in with a dependant's care arrangements, preparing for retirement, or, combining part-time University employment with other professionally related work. For those holding a University office, leave to work part-time is currently granted under Special Ordinance C (i) 2 (c) (formerly Statute D, II, 6(c)).

You should discuss your plans with your institutional head or administrator in the first instance.

The University also operates a non-contractual Hybrid Working Policy, which sets out the informal arrangements for hybrid working across the University and details the University’s approach to working entirely from a remote working environment within the UK. In most circumstances, it is anticipated that discussions and agreements in connection with the flexibility of the location of work will be managed under the Hybrid Working Policy.

As described below, the University also provides a discretionary career break scheme.

For more information and advice, contact your local HR team or your HR Business Partnering Team.

Career break scheme

The career break scheme is an extension of the flexible working arrangements for those with domestic responsibilities, provided that your institutional head supports the request. In brief, the scheme covers leave:

  • after the end of maternity leave
  • if you have exceptional family responsibilities, or wish to spend more time with young children
  • if you have an elderly dependant relative in need of full-time care
  • other unforeseen domestic situations.

The maximum period for any career break (including after maternity leave) is two years. Full details are given in the Notice in Reporter, 15 December 1999: Flexible working arrangements.