skip to content

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 January 2004)

All eligible staff with a child under 6 years old are now legally entitled to request a permanent variation in their working arrangements (eg part-time working) to enable them to care for the child. Notes of guidance are included with the application form (FLEXAF), available online from Human Resources.

Flexible working (including reduced hours) may also be possible for staff wishing to combine their University duties with other commitments to achieve a better work/life balance. Examples include: fitting in with a dependant's care arrangements; preparing for retirement; coping with a disability; or, if of benefit to all concerned, combining part-time University employment with other professionally related work. For those holding a University office, leave to work part-time is currently granted for a specified period under Statute D, II, 6(c).

You should initially discuss your plans with your institutional head or administrator.

As described below, there is also provision for Graduated return from maternity leave, as well as the Career-break scheme.

For more information and advice, contact your HR Consultant.

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.