Staff should give notice, in writing, to their manager stating clearly their last date of employment in accordance with the contractual notice periods outlined below and as stated in their statement of main terms and conditions of employment.
Staff are required to resign from their post for the purpose of retirement, giving contractual notice in line with the periods specified above and as stated in their statement of main terms and conditions of employment. For further information on planning for retirement, please refer to our Retirement Guidelines.
Annual leave entitlement will be calculated on a pro rata basis up to the last date of employment. Staff should use any outstanding annual leave prior to leaving the service of the University. If staff have exceeded their annual leave entitlement, the University will be entitled to recover the excess, including through deductions from salary.
Occupational Maternity/Adoption Pay
Occupational Maternity/Adoption Pay (OMP/OAP) is payable provided staff return to work for at least 3 full working months following maternity/adoption leave. If individuals do not return to work, or complete the required length of service following maternity/adoption leave, OMP/OAP will be fully recoverable. This will be off-set against any statutory payments to which the individual may be entitled. For further information, please refer to our Maternity and Adoption Policies.
Funding for Study
Staff who have been funded to undertake an accredited/formal programme of study in excess of £1000 annually and who voluntarily leave their chosen course of study early, or voluntarily leave our University’s employment are required to reimburse the University a proportion of their fees according to the guidelines set out below. The amount will be deducted from final salary payments.
For further information, please refer to our People Development Policy.
Any member of staff leaving the employment of our University before the completion of 3 years’ service shall be required to repay monies received under our Relocation policy on the basis of:
For further information, please refer to our Relocation Policy.
The University reserves the right to recover any of the above in full or in part from final salary payments.
On leaving the University, staff are responsible for contacting Payroll regarding any payments which are made on a salary sacrifice basis.
On leaving the University, staff are responsible for returning all University property including keys, staff cards, computer equipment, mobile phones and car parking discs and passes to their line manager.
It is the policy of our University to end access to all IT systems associated with employment including the immediate termination of e-mail accounts after the last date of employment. It is therefore recommended that staff take action prior to their date of leaving to ensure their correspondence is order.
Should the University terminate an employee's contract, other than by summary dismissal or breach of contract by the employee, the member of staff will be entitled to the contractual notice period outlined below and as stated in their statement of main terms and conditions of employment.
The University may also, if it chooses, terminate an individual’s employment immediately by paying in lieu of the notice periods above. For further information, please refer to our Dismissal Procedure.
For staff employed on a fixed term contract, the University may terminate employment by giving statutory notice of one week for every completed year of service, up to a maximum of twelve weeks' notice, in writing.