Strategy, values and standards
  1. Equal pay audit

    We carry out an equal pay audit every three years as part of the University’s commitment to the principle of equal pay for work of equal value.

  2. Trade union facility time

    The Trade Union (Facility Time Publication Requirements) Regulations 2017 took effect on 1 April 2017.

Recognising Excellence – Enhancing Equality
  1. Recognising Excellence – Enhancing Equality

    We believe that every student, staff and other member of our community should be treated with dignity and mutual respect. We should all be part of a learning and working environment that is free from barriers, regardless of age, caring responsibilities, disabilities, gender reassignment, marriage

  2. Working lives policies

    The University has a range of policies to support colleagues at key stages in their lives. We've included a brief description of each policy below, along with links to the more detailed information.

  3. Athena SWAN

    The University works hard to promote gender equality and support the career development of talented women working in academia.

Joining the University
  1. Joining the University - things you need to know

    When you start working here there will be a lot for you to take in. This is some useful information that will help you to feel at home quicker.

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Pay and reward
  1. Your pay slip and what it means

    When will I receive my pay slip? Your pay slip will usually be sent out in the internal mail four days before the day you get paid. If you are on maternity leave it will be sent to your home address.

  2. How do the University salary scales work?

    The University has a single pay spine which most members of staff are paid on. Clinical staff have their own salary scale in line with the NHS pay and grading structure.

  3. How and when do I get paid?

    The day you get paid depends on the type of staff you are. If you don’t know what this is, you can find the information in your contract letter or contact HR to find out. You're paid directly in to your bank account; however, there are certain pieces of information you need to give to Payroll b

  4. Reward and recognition - information for staff

    Our Reward and Recognition policy is for employees on grades 2 to 9, as well as clinical academic staff who are below consultant level (with the exception of clinical academic doctors and dentists in training, who are not eligible for additional or discretionary increments).

  5. Professorial and senior staff salary review

    The 2024 Professorial Pay Review is now closed.. 

  6. Your P60 and what it means

    Your P60 is issued by Payroll by 31 May each year, and is the summary of your taxable pay and the tax that's been deducted from it in the tax year. 

  7. Guidance on salary overpayments

    This guidance outlines the way in which overpayments of salaries will be recovered. 

  1. Why join a pension scheme?

    As a member of our staff you have access to excellent pension benefits. After pay, pension is arguably the most valuable benefit for us all, even though retirement may seem a long way off. Think about how important your pay is to you today; that's how important your pension will be to you when yo

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Benefits and discounts
  1. Other benefits and discounts

    There are a wide range of further benefits and discounts available to you as a member of University staff.

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Support for staff
  1. Services for staff

    We have a range of services available to staff.

  2. Whistleblowing

    The University's code of practice on whistleblowing tells you what will happen if you report malpractice, misconduct, corruption, maladministration or any other impropriety.

  3. Dignity and mutual respect

    Our policy on dignity and mutual respect ("the

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  4. Employee/Manager Self Service Information

    Self Service Login - use your standard University IT username and password.

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  5. Supporting mental health for staff

    The University is committed to providing an environment that supports staff and students' mental health. Our approach aligns with the national health priorities which reflect increasing social awareness of, and support for, issues around mental health.

  6. Interest free loan scheme for right to work in the UK costs

    If you're a new or current international employee who'd like support to cover the cost of applications for you and your dependants to live and work in the UK, we might be able to help with an interest free loan. 

  7. Immigration reimbursement scheme

    If you're a new or current international employee who needs permission from the UK Government to allow you to live in the UK and work at the University of Leeds, we can help with the cost.

  8. Support for international colleagues

    We’ve got lots of international colleagues in every area of the University and we're committed to attracting, welcoming and supporting new staff from across the world.

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  9. University Academic Fellow (UAF) support

    Our first University Academic Fellows (UAFs) joined us in 2015 and, since then, we’ve recruited over 150 UAFs with hopefully another 20 individuals joining us in 2019. On this page you’ll find useful information to help you manage your development as a UAF and help you prepare for promot

  10. Menopause support for staff

    What is the menopause?  The menopause is a natural part of ageing when menstruation stops, that usually occurs between 45 and 55 years of age. In the UK, the average age for a woman to reach the menopause is 51.

  11. Workplace support for your mental wellbeing

    Additional support provided by Remploy If you are a member of staff experiencing depression, anxiety, stress or other mental health issues which are affecting your work, you can access confidential, one-to-one, workplace mental health support provided by

  12. Overseas working - guidance for staff

    It is important to be aware of the University’s position on working overseas, and the factors that you, as an individual, should be aware of.

  13. Trans Equality Policy

    The University of Leeds Trans Equality Policy and supporting documents set out our commitment, intent and principles for trans equality and it applies to all our prospective applicants for employment and study, employees and students, contractors, visitors and partners. For further information, p

  14. Identity changes

    If you are a current member of staff and need to update the records where the University holds your name, your title or your gender you can complete a name change request form. Further information about identity changes and other sources of support and information are available on our

  1. Associate Professor title

    Since 1 March 2012, new academic appointments and promotions to grade 9 have had the title Associate Professor. In April 2012, grade 9 academic staff who were in post were given the option to transfer to the new title through a short application process. This transfer route is now closed.

  2. Promotions

    The University’s promotions process is for all staff.

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  1. What is redeployment?

    Redeployment gives employees whose jobs are at risk the chance to find a new job at the University. Hiring managers can use redeployment to find current employees to fill their jobs.

  2. Redeployment for employees

    We are committed to helping to maintain the security of employment. If you are at risk of losing your job, the Redeployment service will work with you to try and help you find another job at the University.

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Leaving the University
  1. Leaving the University

    Most importantly we'd like to thank you for the service you've given us and we’re sorry to see you go. However, to make your departure easier we've put together some information you might find useful.

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