Where the staff member is externally funded, check the terms and conditions of the funder
Discuss how day-to-day supervision of PhD students will be managed
Discuss who will assume interim responsibility for supervising technicians or researchers on externally funded projects
Inform the grant funding body of interim arrangements
If member of staff is still on probation confirm that probationary period can be extended by one year to ensure they are not disadvantaged by being on maternity leave.
During the maternity leave
Finalise arrangements for any agreed KIT days and arrange payment for these as they occur
Keep in contact with staff member during the leave as agreed
Notify staff member of the annual promotion round (if these fall during the maternity leave period)
Communicate that any request to work flexibly should be submitted in good time so it can be carefully considered. Advise that any request for Shared Parental Leave needs to be notified at least 8 weeks in advance
Agree how any accrued annual leave will be taken
On return from maternity leave
Arrange re-orientation back into workplace which may include: introductions to new members of staff, information on new-revised policies or changes that have occurred during the leave period
Consider workload issues during settling in period and beyond
Discuss and agree workload allocation and any changes in emphasis to the role
Follow up on any agreed change in hours/inform the People Support team/Payroll
Update the Health and Safety Risk Assessment and make any necessary arrangements in relation to breastfeeding/expressing
Consider development activities and support to minimise disruption to career as a result of the break
For academic/research staff
Consider the workload model and agree the balance of research, admin, teaching and, where appropriate clinical duties and priorities
Provide relevant encouragement and support in relation to the academic promotions round