Family Related Leave
- Adoptive and Surrogacy Leave
- Annual Leave
- Career Break
- Carer's Leave
- Bereavement Leave
- Family Related Leave
- Force Majeure Leave
- Jury Service
- Managing Attendance & Sick Leave
- Maternity Leave
- Parental Leave
- Parents Leave
- Paternity Leave
- Research Sabbatical Leave
- Sick Leave
- Study & Exam Leave
- Shorter working year
Page updated 16 September 2022
UCD is committed to supporting colleagues before, during and on return from maternity, adoptive/surrogacy leave and those returning from carer's leave, through a variety of measures including phased return to teaching (academics) and upskilling grants (all staff), to enable them to continue to develop their careers. UCD is committed to attracting, retaining and developing an excellent and diverse cohort of faculty and staff.
This page contains summaries of UCD policies and details on how to access benefits for managers and employees. In all cases, the original Policy in the Governance LIbrary remains the definitive source of information.
Phased Return to Teaching
Academics who are returning from maternity, adoptive/surrogacy, and also carer's leave of 24 weeks or more are entitled to 50% teaching buy-out over two semesters on return from leave to re-establish their research career. As a research-intensive university, UCD is committed to support those returning from maternity, adoptive/surrogacy and carer's leave.
Grant for Employees
All employees returning from maternity/adoptive/surrogacy leave are now entitled to avail of a grant up to a maximum of €500. These employees may face additional costs in terms of re-skilling, networking and other such costs that will support them to re-establish their career following an extended period of being out of the workplace. The amount will normally be availed of in the 12-18 month period following the return from maternity, adoptive/surrogacy and also carer's leave of 24 weeks or more and will be specifically for the purpose of putting supports in place to facilitate the transition of the employee back into the workplace and re-establish their careers.
Social Fund payments to Schools/Units for maternity, adoptive/surrogacy, and carer's leave will automatically incorporate an additional €500 for this purpose. Schools/Units will liaise locally with the employee re availing of the grant.
Further information around the operation of the social costs scheme is available on the Finance Office Website.
Policy & Guidelines
This policy and guidelines provide support for managers and employees to navigate the period before, during and after family-related leave. Managers can also find guidance so that they can provide a high standard of support to employees during this time.
You should read the policy and guidelines below in conjunction with UCD Family-Friendly Policies:
- Policy: Support for Employees Taking Family-Related Leave (Opens Governance Library)
- Guidelines Employees and Managers: Support for Employees taking Family Related Leave Guidelines (Opens Equality, Diversity & Inclusion website)