Workforce Policy Summary
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. |
This page provides a summary of the Workforce Policy. For full details, please refer to the complete Policy on the Workforce Policy page.
What is this Policy about?
The Workforce Policy sets out the different ways the University engages employees and workers. The Workforce Policy Guidelines detail the most appropriate contractual arrangements for different situations.
Who is this Policy for?
All institutions.
What do I need to know?
Applying this Policy will help to ensure that all individuals are engaged in a way that is fair, legal and appropriate. The Workforce Policy Guidelines and the Decision tree help managers to determine the right type of contract. Different types of contract include:
- Employees on open ended contracts, where work is ongoing and regular.
- Employees on fixed term contracts, where these can be objectively justified.
- Casual worker contracts, where work is irregular and unpredictable.
- Self-employed, clearance must be obtained from the Tax Team prior to engagement.
The Workforce Policy relies on managers undertaking workforce planning. This means looking ahead and considering what types of employees or workers the institution will need to undertake planned future work and thinking about what skills will be needed.
Managers needing advice on applying this Policy should speak to their HR contact.