Most study and training requests, and corresponding entitlements to time off, should be agreed as development requirements as part of the employee's PDR. The number of days' paid leave agreed should take account of the guidelines set down in section 5 below.
In addition, employees can request time off for study or training under 'time to train' where they can reasonably demonstrate that it is likely to lead to an improvement in their effectiveness at work, and consequently an improvement in the performance of the University’s business. Requests can be made either in relation to an accredited programme leading to the award of a recognised qualification, or in relation to unaccredited training that will help the employee to develop specific skills relevant to their job.
Employees requesting study leave (paid or unpaid) in addition to that agreed as part of their PDR and through the ‘time to train’ provisions described in section 2, should give as much notice as possible (at least six weeks) and use the Study Leave Request Form which should be passed to their line manager.
Where the line manager is content to support the request they should complete Part B and forward the form to the Dean/Director (or their nominee) for final agreement. If the request is not clear or the manager has any concerns about granting the leave requested, they should arrange to meet with the employee to consider the request. The meeting should take place no later than 28 days after the date on which the request was submitted. After the meeting the line manager will complete Part B.
The final decision as to whether leave will be granted rests with the Dean/Director (or their nominee) and is subject to operational requirements. A decision will be given to the employee in writing within 14 days of the meeting. If a request for leave under the ‘time to train’ right is refused clear business or operational reasons for the decision must be provided.
Any leave granted must be recorded on the employee's annual leave card.