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Maternity Leave

Changes to University Maternity and Adoption Pay

The University improved its Maternity and Adoption pay offerings in January 2020. The changes intended to make our offering more generous and competitive within the sector as well as seeking to retain key colleagues at University post maternity or adoption leave. Further information about the changes can be found here.

Maternity Leave and Pay Policy - April 2020Link opens in a new window

Maternity/Adoption Leave Plan

Maternity / Adoption Leave Pay Modeller 2023-24

Maternity FAQsLink opens in a new window

Maternity Leave and SuccessFactors

The following guide details how to record your maternity leave step-by-step.

How to record maternity/adoption leave in SuccessFactors guideLink opens in a new window

Recording Maternity or Adoption Leave - Employee checklist

Reviewing Maternity or Adoption Leave Requests - Line Manager checklist



Keeping in Touch (KIT) and Shared Parental Leave in Touch (SPLIT) Days

Employees on Maternity Leave may take up to 10 ‘Keeping in Touch’ (KIT) days and those on Shared Parental Leave may take up to 20 ‘Shared Parental in Touch’ (SPLIT) days, subject to agreement with their department. This means that they may come into work and receive full pay for the day without curtailing their period of leave. Please see the Maternity Policy or Shared Parental Leave policy found at the top of the page for further details.

Both KIT and SPLIT days are now entered into SuccessFactors directly as a one off additional payment. Below is a link to the 'How to...' guide which provides full details and a checklist which provides key steps on how to enter the payment. When entering the payments, please bear in mind the payroll cut off dates found here.

Further Information

Need to access any other forms and general information about your maternity leave? The below should help - please contact your HR Business Partner if you have any queries.

Process for recruiting Maternity Leave cover

The SuccessFactors system only allows one person to ‘occupy’ a position at a time and employees on long-term leave (e.g. maternity and adoption leave) still occupy their role during their absence.

This means another position needs to be created for their temporary cover and you need to complete an ‘HR - R1 Request to Create a New Position’ form and get approval to appoint to this before you can submit an ‘HR-R5 Offer Request’ form to make an offer to someone.

Appendix 1 of the 'How to...Manage Positions in SuccessFactors' guide explains this process in more detail.

Important note regarding Mat B1 forms

Please note that for the MAT B1 to be valid and acceptable by the HMRC, registered midwifes must include:

  • their Nursing and Midwifery Council (NMC) personal identification number
  • the expiry date of their registration with NMC

Doctors must use their name and address stamp.

Please check the validity of your/your partner's Mat B1 before submission

Maternity Leave and Benefit Plans via Salary Deduction

It is important to note that if you are a member of any of our external benefit schemes payable by salary deduction, if you continue into unpaid maternity leave, you must contact your benefit provider in advance and arrange alternative payment until such time you return to paid employment. You must also notify Benefits at warwick dot ac dot uk of your intention. Unfortunately, failure to do so will result in automatic cancellation of your plan(s) when no further payments can be taken from your salary. For further information or support on this please contact Benefits at warwick dot ac dot uk