This page provides a summary of the Adoption Policy. For full details, please refer to the complete policy on the Adoption Policy page.
What is this policy about?
The Adoption Policy outlines the leave and pay available for employees that are adopting a child. Specific arrangements apply where an employee is adopting a child aged 5 years or older.
Who is this policy for?
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All University employees who are adopting a child (including via a foster to adopt process or surrogacy).
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Managers dealing with applications for adoption leave.
This policy does not cover adoption from overseas. Employees in this situation should contact the HR Business Partnering Team for advice.
What do I need to know?
Leave available
Employees can take up to 52 weeks' adoption leave. Adoption leave can start on the day the child is placed for adoption, or up to 14 days earlier. Where a couple adopt jointly, they need to decide which of them takes adoption leave.
Adoption pay
Pay during adoption leave is as follows:
- 26 weeks of full pay (this is called enhanced adoption pay)
- 13 weeks of statutory adoption pay (subject to eligibility criteria)
- The remaining weeks of adoption leave are unpaid.
Enhanced pay is paid on the condition that the employee returns to work for the University for 3 months following adoption leave.
The Adoption Policy gives full details about eligibility for adoption leave and pay.
Neonatal care leave
If you are adopting a baby born on or after 6 April 2025 that receives neonatal care for 7 days or more in the first 28 days following birth you will be entitled to take neonatal care leave in addition to adoption leave. See the neonatal care leave section of the Special Leave Policy for details.
Notification procedure
An employee needs to submit an Adoption Leave Application Form (CHRIS/64 form) to apply for adoption leave and pay. Where possible this should be done within 7 days of being notified of a match. An employee also needs to submit a 'matching certificate', which will be provided by the adoption agency or local authority. Additional notification requirements apply in a surrogacy situation as detailed in the Adoption Policy.
An employee needs to complete a CHRIS/61 form to confirm the date they intend to return from adoption leave.
Keeping in touch (KIT) days
An employee can ask to work on 10 occasions during adoption leave, these are known as KIT days. A manager will decide if they can accommodate a request for a KIT day. An employee is paid for the hours worked on a KIT day. A manager should email Payroll (payroll.enquiries@admin.cam.ac.uk) to request that an employee is paid for the hours that they have worked.
Documents
Adoption policy (complete policy)