Additional leave policy

Parts of the Higher Education (Freedom of Speech) Act 2023 came into effect on 1 August 2025. These strengthen the legal duties of universities in relation to free speech and academic freedom. Regulation of the new duties is undertaken by the Office for Students (OfS), which has published regulatory guidance on the topic.

The University is fully committed to securing and promoting freedom of speech within the law for staff, students and visiting speakers in all activities relating to academic life. The University’s Code of Practice on Freedom of Speech sets out the University’s values, approach and associated procedures in detail.

This policy/guidance/information is currently being reviewed against the OfS’ regulatory guidance. Any amendments arising from the review will be subject to approval being sought through the University’s normal governance processes. In the meantime, this policy/guidance/information is to be interpreted and applied in a manner consistent with the Code of Practice; in the case of any perceived conflict, the provisions of the Code of Practice will take precedence insofar as that is lawful and reasonably practicable.

For further information on the new legislation, please see the Governance and Compliance Division website.

Eligibility

Heads of academic institutions after taking on this duty for a continuous period of two years or more (Heads of academic institutions are defined as holders of offices in Schedule J or equivalent. This also applies to Chairs or Secretaries of Faculty Boards not organised into departments).

Entitlement

Paid leave in addition to sabbatical leave to compensate for loss of research time.

Officers wishing to apply for this (discretionary) provision should make a case to their Faculty Board at the end of a period of service. After consideration, the Faculty Board should pass the documentation, including a written indication of their support, to the General Board via their HR Business Manager/HR Adviser for approval. Each request will be considered on its merits.

Provision

A maximum of three terms as follows:

  • One term for two or more but less than three complete years' service
  • Two terms for three or more but less than four complete years'
  • Three terms for four or more complete years

No pro-rata entitlement will be given for part-years. However, any periods of maternity or sick leave will be included in the calculation of complete years' service; any periods of sabbatical leave will be deducted from the service calculation.

Terms will be granted under Statute DII6(b) under the rules of payment of stipend for Statute DII5.

Queries

Any queries on entitlement and eligibility should be referred to the appropriate HR Business Manager/HR Adviser.