Maternity leave and funding for staff on a fixed term contract
Research staff on a fixed term contract
Broadly speaking, the normal entitlement for maternity pay is almost six months on almost full pay (see HR pagesLink opens in a new window). For staff on a fixed term contract, the length of paid maternity leave is capped by the end date of your contract. The cost (to the University) of maternity pay comes out of general overheads of department, not out of any external grant funding from your contract. In most cases there is therefore money available to the supervisor to:
(a) hire a temporary "maternity replacement"- someone who can step in and maintain progress of the project until you can return. This may be necessary to deliver a project within a defined time scale (particuarly on industry funded projects).
(b) fund an extension of the research project contract so the project is simply put on hold for the period of maternity leave (which the timescales of the project or the funder may or may not allow).
Talk to Ayesha Rahman or Katherine Branch to get advice.
Career development support for research staff taking maternity leave
Many research staff who take maternity leave are looking for career development in terms of what work they see to completion and what publications they achieve through their contract.
Use your Keeping in Touch (KIT) days to maintain contact and continuity with your research group.
Extending contract on return from maternity leave
If in doubt, talk with your supervisor and ask.
Supposing that the project does not require immediate maternity replacement, when can the contract be extended in proportion to maternity leave taken? You are entitled to (and should normally have) a copy of the grant which funds your contract, and that is a vital source of information. Ask for a copy if you need to. Talk with your supervisor.
1. For projects involving multiple researchers, check whether the associated workplan is really consistent with your role being put back.
2. Check the original funding end date, and whether any extension of that date has already been made or presumed.
Now there are three cases.
(i) Maternity extension fits within the original period of funding and budget for the project, or its extension has already been approved: you should be able to extend your contract in line with the funding.
(ii) Maternity extension of contract requires an extension of the grant, but the grant has not already been extended and budget is available: probably as i) but see below for funder policies.
(iii) Maternity extension would take things beyond what was already an extended end date: this is more difficult and it is likely you will have to ask the department (who may have to consult with HR and RIS) and the question will need to be referred to the funder.
What funders say and what they do. Except where stated explicitly, maternity extensions might be limited to six months.
| Funder/scheme | Wording (quotes in italics) | Action/Example |
| Almost all for INDIVIDUAL FELLOWSHIPS |
Allow maternity extension on an individual fellowship, that is where the contract researcher is formally the PI. Check with the funder how long is permitted. (The Fellowship needs to have been awarded directly and competitively to you by the funder; it is not enough that your job title is Research Fellow.) |
RCUK, Royal Society, Warwick IAS Global Research and Marie Curie Fellowships. |
| Research fellows employed on a UKRI grant (inc EPSRC, STFC, and other UK Research Councils) |
UKRI policyStaff extensions are given for: maternity, paternity, adoption, shared parental or paid sick leave covered in the grant or fellowship's terms and conditions |
In practice individual councils limit the total extension any one grant can have. |
| European Research Council (ERC) |
Q: Is it possible to extend an ERC Grant without receiving further funds? A: In exceptional cases, the ERCEA may prolong the duration of a project. The extension may be granted in cases of ...parental/maternity leave of the PI in line with the social legislation applicable in the Host country Late starts or delays of administrative nature (e.g. purchase of equipment, recruitment of staff) are expected to be caught up during the life time of the project. A request for extension can be submitted to the ERCEA only after the approval of the mid-term scientific report and no later than 6 months before the end of the project. Retro-active demands for extension will not be accepted |
Example of a one year extension to an ERC grant including a staff maternity. |
| Leverhulme Trust |
Doctoral students are governed by the policies and rules of the institution where they are registered, but subject to these the Trust allows students to take maternity, paternity, shared parental and adoption leave. Where appropriate, the Trust will consider requests, on a case by case basis, to pay for the provision of additional stipend. The Trust allows Research Assistants to take maternity, paternity, shared parental and adoption leave, subject to their employing institution’s own policies and rules. Early Career Fellows are entitled to take maternity, paternity, adoption or parental leave in accordance with the terms and conditions of the fellow’s employment. Details at https://www.leverhulme.ac.uk/grant-holders/leave-policy |
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| Royal Society |
The Society allows for part-time and flexible working arrangements depending on the award holder’s personal circumstances through the University Research Fellowship, Dorothy Hodgkin Fellowship, Sir Henry Dale Fellowship, Industry Fellowship, Newton International Fellowships and Research Professorships. Individuals on these fellowships are entitled to take the full period of maternity, paternity, adoptive or extended sick leave as provided by their host organisation. Other care-related leave is also considered. For further information, see our leave policy (PDF). |
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| UKRI PhD studentships |
TGC 8.1 Maternity, Paternity, Adoption and Parental Leave |
See Doctoral College website for full details |