Worklife Balance

The new Right to Disconnect code of practice came into effect on April 1, 2021. It gives all workers in Ireland the “right to disconnect” (e.g., turn off notifications, not pick up the phone) after their normal working hours. 

The new rule comes with three parts:

• You can “disconnect” outside of working hours.
• Your employer cannot penalise you for not answering a message or taking a meeting outside working hours.
• Employees should avoid communicating outside of business hours.

The rule applies to everyone, whether you work remotely or from the office.

Disconnecting is, of course, easier said than done, even with new protections. You may find you need to build safeguards in to help you get away from work-mode.

Some tips include:

• Turning off notifications on Google Chat, Zoom, email, or even your entire phone outside of set hours

• Update your email signature with your working hours

• Add an emoji to your Google Chat to let people know when you’re at or away from your desk

• Remove work apps from personal devices

As of 19 May 2023 UMT has decided that, rather than develop a detailed guidance immediately, we should first introduce a test period within which colleges, schools and units can determine optimum working arrangements according to their needs.  It is essential that schools, units, teams and individuals get the opportunity to work-out, in partnership with their managers, what might work best on a ‘test basis’.

All colleagues should have agreed their hybrid working arrangements with their line manager and commenced their agreed level of campus working. UCD meetings should begin to transition back to in-person unless there are compelling reasons to retain a virtual format.

More information can be found on the parameters of the current UCD trial for Hybrid Working here: https://www.ucd.ie/hr/a-z/covid-19/hybridworking/

Flexible working is a broad cluster of working arrangements which includes career break, leave of absence for research, and shorter working year. This is considered separate from hybrid working. 

Career Break 

A career break is a period of unpaid leave with a maximum duration of 5 years. Staff can apply for a variety of reasons including to spend more time with their families, to study full-time, carry out voluntary/community work or to travel. The Career Break Policy applies to employees who are permanent or have been issued with contracts of indefinite duration (CID), have satisfactorily completed their probationary period and have ongoing satisfactory performance are eligible to apply.

It is advisable that you read and familiarise yourself with all the conditions pertaining to your return to work before you apply. These are outlined in detail in the policy. You'll also find details the approval process and the effect of leave on pensionability and service. You can find out more information about UCD’s Career Break Policy here.    

Research Sabbatical 

Research Sabbatical Leave aims to support the University’s strategy by increasing the quality, quantity and impact of research, scholarship and innovation. Leave is granted for a specified period not exceeding twelve months at any one time. The Research Sabbatical policy contains definitions, details of the notice period and the criteria for taking leave.

This policy applies to all permanent faculty members engaged in teaching. You can find out more information about applying for (and what is involved in) Research Sabbatical here. 

Shorter Working Year 

The Shorter Working Year scheme enables employees to take unpaid leave of up to 13 weeks with the possibility of spreading the reduced salary over a 12-month period. The Shorter Working Year Scheme was announced in the Spring Budget 2009 as a cost saving measure.  This Scheme was initially run for 3 years, however the Department of Education and Skills have now confirmed that it will continue indefinitely, until advised otherwise by the Department.

• The scheme is open to all permanent and temporary employees of the University. 
• Employees on probation at the time it is proposed to take the unpaid special leave are not entitled to participate.
• Employees with an annual leave allowance of over 20 days will have their leave reduced on a pro rata basis in accordance with paragraph 5 of Circular 14/2009.

You can find out more information, including about how to apply for a Shorter Working Year here. 

Below you will find outlined some of UCD's family friendly policies. However, please consult the appropriate HR resources for full details, https://www.ucd.ie/hr/leave/

Maternity Leave

Pregnant employees are entitled to 26 weeks of maternity leave, at least two of which must be taken before the birth and four of which must be taken after the birth. Please see UCD HR’s brief summary of the steps you need to take to apply for maternity leave at https://www.ucd.ie/hr/leave/. You will also find the forms required to make the application and a detailed policy outlining your entitlement.

The School of Computer Science offers additional supports to pregnant academic staff in advance of going on maternity leave, including flexible scheduling and accommodation for attending antenatal appointments/classes. The School also assists those academic staff returning from maternity leave to re-acclimatise and catch up with their priorities. These supports will differ from person to person, and in all cases must be agreed on with your line manager and Head of School.

Paternity Leave

Paternity leave is available to all part-time and full-time employees in the employment of UCD (See UCD’s Paternity Policy section 2).  You can learn more about the policy and the steps involved at https://www.ucd.ie/hr/leave/

Parental Leave

Parental leave is available to employees who are natural or adoptive parents, and also extends to persons acting in loco parentis in respect of an eligible child. For information on applying for parental leave, see UCD HR’s step-by-step guide and read the Parental Leave Policy at https://www.ucd.ie/hr/leave/

Carer’s Leave

Carer’s Leave provides for an employee to take a temporary leave of absence to provide full-time care and attention to a person requiring it. Carer’s leave is available to all UCD employees who have completed one year’s continuous service subject to meeting specific criteria as outlined in the college Carer’s Leave Policy at https://www.ucd.ie/hr/leave/

Adoptive Leave

Under the consolidated Adoptive Leave Acts, an adoptive parent is entitled to twenty-four weeks leave from the date of the placement of the child. This leave period is known as adoptive leave. UCD ensures employees are supported before, during and after their adoptive leave. Details of entitlements and procedural steps may be found at https://www.ucd.ie/hr/leave/adoptiveandsurrogacyleave/