Maternity, paternity and parental leave for postgraduate researchers

Postgraduate researchers (PGRs) who are pregnant, whose partners are pregnant, or who are adopting a child can apply for a period of leave on parental grounds.

Maternity leave

Your supervisors and/or Graduate School are there to support you throughout your pregnancy. We recommend that you have a conversation with them at an early stage of your pregnancy, whenever you feel comfortable doing so. Depending on your circumstances, and your type of research, a risk assessment may be required.

Ongoing support should be provided throughout your pregnancy, this includes looking at any adjustments you require.

Before your maternity leave

Depending on your circumstances and type of research your supervisors may need to carry out a risk assessment (pdf)

Speak to your supervisors or Graduate School to discuss any adjustments you may require to support your pregnancy

Read relevant policies/information:

Request your maternity leave. This is usually agreed through a suspension of studies or via authorised absence. Please speak to your Graduate School to get advice on the best route to fit your circumstances.

Check your maternity pay entitlements for funded PGRs. Your Graduate School can provide advice on maternity pay entitlements for PGRs funded by UKRI or whose maintenance stipend is partially or fully paid by the University of Leeds. Students funded by an external sponsor should contact their sponsor or scholarship provider directly to confirm their entitlements. More information on maternity entitlements for those funded by UKRI or University of Leeds can be found below under the heading ‘Maternity and adoption leave entitlements for UKRI or University of Leeds funded PGRs’.

Submit your MATB1 certificate.

Take Student Visa advice. If you are an international PGR sponsored on a Student Visa, it is essential to seek advice from the Student Visa Advice team. Understanding visa restrictions and any associated costs related to your maternity leave is crucial. The University is required to report any period of suspension, including maternity leave, to UKVI. However, periods of authorised absence or annual leave do not need to be reported to UKVI.

Agree contact levels with your supervisors. Recognising that individuals will have individual preferences, it is recommended that PGRs and supervisors agree expected levels of contact for the period of maternity leave, and any preferred method of contact. If you would like to be included in particular research activities please let your supervisors know, this includes particular events such as attending conferences. It may be useful to add this information to your PGR-supervisor agreement.

During your maternity leave

Organise your Keeping In Touch (KiT) days with your supervisors (optional). Funded students may be eligible to be paid for these days.

Prepare for your return date. You will have agreed a date for returning to your studies prior to starting your maternity leave. It is expected that you will liaise with your supervisors and Graduate School at least one month before your return to organise your first supervision meeting and discuss any support requirements that you have. Your Graduate School will provide you with information about re-registering following your period of leave. You should not return to University for at least two (in some cases four) weeks after giving birth, depending on the nature of your work for health reasons. Read the Policy on support for pregnant students and students with very young children (DOC) for further information.

If you are not ready or able to return to your research at the end of your maternity leave please discuss this with your supervisors or Graduate School who can support you with options for a further suspension of studies or periods of authorised absence, if one is required. If you are a funded PGR you should check with your funder if you are eligible for maternity pay during this period.

You may be eligible to return to your studies part-time after a period of maternity leave. Your supervisors or Graduate School team will be able to advise you on your options.

If you feel that you cannot continue with your research degree please discuss this with your supervisors or Graduate School team. If you are a funded PGR you should refer to the terms and conditions of your scholarship to understand whether you would be expected to repay any maternity pay.

Adoption leave

PGRs are eligible for adoption leave. Your supervisor and/or Graduate School will support you in preparing for your adoption leave. It’s recommended to speak with them early in the planning stages to ensure all necessary arrangements are in place when you need them.

Before your adoption leave

Read relevant policies/information

Request your adoption leave. This is usually agreed through a suspension of studies, or via authorised absence. Please speak to your Graduate School to get advice on the best route to fit your circumstances.

Speak to your supervisors or Graduate School to discuss any adjustments you may require to support your circumstances.

Check adoption pay entitlements for funded PGRs. Your Graduate School can provide advice on adoption pay entitlements for PGRs funded by UKRI or whose maintenance stipend is partially or fully paid by the University of Leeds. Adoption pay is usually only paid to the main adopter only. Students funded by an external sponsor should contact their sponsor or scholarship provider directly to confirm their entitlements. More information on entitlements for those funded by UKRI or University of Leeds can be found below under the heading ‘Maternity and adoption leave entitlements for UKRI or University of Leeds funded PGRs’.

Provide a letter to your Graduate School from your adoption agency or matching certificate. 

If you are an international PGR sponsored on a Student Visa, it is essential to seek advice from the Student Visa Advice team. Understanding visa restrictions and any associated costs related to your adoption leave is crucial. The University is required to report any period of suspension, including adoption leave, to UKVI. However, periods of authorised absence or annual leave do not need to be reported to UKVI.

Recognising that individuals will have individual preferences, it is recommended that PGRs and supervisors agree expected levels of contact for the period of adoption leave, and any preferred method of contact. If you would like to be included in particular research activities please let your supervisors know, this includes particular events such as attending conferences. It may be useful to add this information to your PGR-supervisor agreement.

During your adoption leave

Organise your Keeping In Touch (KiT) days with your supervisors (optional). Funded students may be eligible to be paid for these days.

Prepare for your return date. You will have agreed a date for returning to your studies prior to starting your adoption leave. It is expected that you will liaise with your supervisors or Graduate School at least one month before your return to organise your first supervision meeting and discuss any support requirements that you have. Your Graduate School will provide you with information about re-registering following your period of leave.

If you are not ready or able to return to your research at the end of your adoption leave please discuss this with your supervisors or Graduate School who can support you with options for a further suspension of studies or periods of authorised absence, if one is required. If you are a funded PGR you should check with your funder if you are eligible for maternity pay during this period.

You may be eligible to return to your studies part-time after a period of adoption leave. Your supervisors or Graduate School team will be able to advise you on your options.

Paternity and Parental leave

PGRs are eligible to take paternity/parental leave, normally up to 52 weeks. Your supervisor and/or Graduate School will support you in planning for and applying for your leave. It is recommended you speak with them early in the planning stages to ensure all necessary arrangements are in place when you need them. To support your application for leave we can accept a MATB1 certificate, issued by a registered midwife, or a birth certificate.

If you are a PGR studying on a student visa, you should email the Student Visa Advice team to find out the possible impact of your time off on your student visa.

Read relevant policies/information:

Maternity and adoption leave entitlements for UKRI or University of Leeds funded PGRs

Last updated 25 October 2024

Postgraduate researchers who receive a stipend either fully or partially funded by UKRI or the University of Leeds are entitled to financial support, in line with the terms and conditions of their funding. 

Currently, entitlements for maternity and adoption pay for University of Leeds stipend-funded PGRs align with those for UKRI PGRs, as outlined in UKRI Training Grant terms and conditions. To summarise:

Those eligible are entitled to 52 weeks of maternity or adoption leave (for the main adopter) if the expected week of childbirth or adoption falls within the award period.
Maternity leave can start up to 11 weeks before the expected week of childbirth.

Payment terms for maternity or adoption leave:

First 26 weeks: Full stipend rate (pro-rated for part-time students).
Next 13 weeks: Paid at a rate equivalent to statutory maternity pay.
Final 13 weeks: Unpaid.
KiT days: up to 10 days.

Payment for KiT days is at the basic daily stipend rate, less appropriate maternity/adoption pay that you are receiving.

Paternity and parental leave entitlements for UKRI or University of Leeds funded PGRs

Currently, paternity and parental entitlements of University of Leeds stipend-funded PGRs align with those for UKRI PGRs, as outlined in UKRI Training Grant terms and conditions.

For those funded by UKRI or the University of Leeds, partners are entitled to take up to two week paid Ordinary paternity leave. This:

must be taken in one go 
cannot start before the birth 
must end within 56 days of the birth.

Partners are also entitled to an extended period of unpaid parental leave, up to a maximum of 50 weeks through annual leave, authorised absence or suspension of study. 