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An employee must give notice of his/her intention to take adoption leave within 7 days of being notified by their adoption agency that they have been matched with a child for adoption, unless this is not reasonably practicable. This notice, using CHRIS/64 form should state when the child is expected to be placed and when the adopter wants their adoption leave to start. A 'matching certificate' which will be provided by the adoption agency should be submitted.

If for any reason the start date of the adoption leave changes, the employee must give at least 28 days' notice of the change, unless this is not reasonably practicable, in which case s/he should give as much notice as possible.

Grant of leave

On receipt of the formal application the Human Resources Division will write to the applicant granting leave within 28 days.

The Human Resources Division will also write to employees where there have been any changes that have affected their adoption leave (for example, changes to start date, limit of tenure).

Notification of return to work

If an employee intends to return to work at the end of their full 52 weeks' adoption leave period s/he is not required to give notice of her/his return, however, if an employee wants to extend her/his adoption leave, return earlier than a date previously specified or is planning not to return, s/he is required to give 8 weeks notice of this intention (using form CHRIS/61).

If an employee gives less than 8 weeks' notice, her/his adoption leave may be extended for 8 weeks' after the date of giving notice of return, to allow their institution to make any necessary arrangements.

Although there is no legal requirement to give advance notice of an intention to return at the end of the 52 week adoption leave period, an employee who intends to do so is urged to keep their Head of Institution informed of their intentions so that appropriate cover arrangements can be made and workloads can be planned.