We offer an attractive range of Staff Benefits
USS – Academic Employees and non-academic employees Grade 5 and above.
Employees who are members of USS automatically join the USS Retirement Income Builder. In this type of defined benefit pension scheme benefits are based on each year’s salary throughout the period of membership.
As a member staff will accrue a pension of 1/85 of their salary and a cash lump sum of 3/85 of their salary for each year of service. At the end of each year, the benefits for that year are calculated and added to previous years. This is then revalued every year in line with standard pension increases.
OSPS – Non-academic employees Grades 1- 4
New joiners auto-enrolled into scheme where contribute 6% of pensionable salary each month and College pays 8%. Staff can pay higher contributions if they wish and the College will also increase the contributions it makes.
A full-time member of staff is entitled to 30 days standard holiday (personal days and Bank Holidays) and 8 days at Christmas (closure period and Bank Holidays associated with this time of the year).
At the beginning of every holiday year, staff have a very short (two week) window in which they can, in exceptional circumstances and at the total discretion of their Manager, either buy 5 days additional holiday for that year, or sell 5 days holiday for that year.
Staff who have been employed for more than 5 years, will receive additional holiday as follows:
| More than years | Fewer than years | Additional days holiday |
| 5 | 7 | 1 |
| 7 | 10 | 2 |
| 10 | 15 | 3 |
| 15 | 20 | 4 |
| 20 | 5 |
Staff receive a long service award at 20 and 30 years’ service of £1,000 and £1,500 respectively.
The College allows staff to take two paid working days per year, to deal with unforeseen circumstances outside of work.
No formal policy – practice has been managers discretion.
Maternity Leave for eligible staff:
Any statutory payments to which the mother is eligible are ‘topped up’ by the College so that she continues to receives pay at a rate equivalent to her normal full pay for up to the first 26 weeks of her maternity leave period. After that, if she remains on maternity leave she may be eligible for a further 13 weeks’ pay at the rate of statutory pay, which will be paid to her by either the College, or her previous employer if she was employed by them at the qualifying week.
Paternity Leave for eligible staff:
Any statutory payments to which the father is eligible are ‘topped up’ by the College so that he continues to receive pay at a rate equivalent to his normal full pay for up to 12 weeks of the partner’s maternity leave period.
Shared Parental Leave for eligible staff:
| College | Statutory |
| 2 weeks’ compulsory maternity/primary adopter leave paid at full rate of the employee’s normal pay |
up to 39 weeks paid at the statutory rate of pay |
| up to 24 weeks’ paid at the full rate of the employee’s normal pay (only in the first 26 weeks following the birth/placement of the child); |
|
| up to 13 weeks paid at the statutory rate of pay | |
| up to 13 weeks of unpaid leave | up to 13 weeks of unpaid leave |
The College’s sick scheme showing entitlements:
| Service | Full Pay (*) | Half Pay (*) |
| First three months | 2 weeks | 2 weeks |
| Remaining nine months of first year | 2 months | 2 months |
| Second and third years | 3 months | 3 months |
| Fourth and fifth years | 5 months | 5 months |
| After fifth year | 6 months | 6 months |
The College recognises that it still has general duties to protect staff under other Health and Safety at work legislation and so therefore provides every employee with a full eye test and a contribution towards glasses, not just those required to have them under current legislation through Specsavers eyecare voucher scheme.
Access to staff and their dependents to AXA Health EAP 24/7 and unlimited face-to-face counselling where determined clinically appropriate.
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Annual flu vaccinations offered to staff at College
Staff are entitled to free coffee and tea and free lunch whilst on duty, except during any defined kitchen closure period. Staff can also add personal money to their meal allowance to pay for extra meals – breakfast, dinner or meals at events such as Thanksgiving, Diwali and Chinese new year
Annual Christmas and Summer parties for staff.
Staff are reimbursed through expenses process for membership fees for registration with a professional body.
https://hr.admin.ox.ac.uk/discounts
A number of discounts are available to staff through TOTUM, discount at the Ashmolean, etc.
The College is able to obtain annual season tickets (bus travel) at a discounted rate. Loans are available for annual season tickets only. The loan will be for the full cost of the season ticket. New starters entitled to a 13 week pass until they have passed their probation when they can order the 52 week pass.
Rail Travel season tickets are also available under the College Loan Policy.
The College offers staff an interest free loan to buy a bicycle and all the safety equipment they need up to £2,000 (subject to minimum wage legislation).
The College can use Green Commute Initiative (GCI) to enable employees to purchase a new bike out of their pre-tax income.
The University of Oxford has a number of nurseries in Oxford as well as a number of places at other nurseries in and around Oxford.
St Hugh’s College has two sponsored places, which enables the College to nominate an academic or non-academic member of staff for a priority place on the nursery waiting list.
Payment is through salary sacrifice.
If staff undertake training – arranged either under the ‘time off for training’ scheme, or by agreement with their Line Manager, they may apply to College to fund the course fees and related costs, under the Assisted Study Programme. Any such application is only likely to be successful if the training is directly related to your work.
If the course is a formal qualification requiring staff to sit examinations, they will be given one day’s study leave for each examination, in addition to the day of the examination itself. Additional days may be granted at the College’s discretion, otherwise these days must be taken as annual leave.
College may agree to grant staff day release to attend their course – whether or not any other form of funding is approved. This may, at the discretion of their Manager, take the form of unpaid leave, or paid leave.
The loan will be for a maximum of the full cost of the course of study.
As part of our wider wellbeing strategy, the College is committed to doing what we reasonably can to ensure the financial wellbeing of our staff.
The College has a Loan Policy which sets out the types of interest-free loans that are available to staff and how to access them, including a loan of up to a maximum of £5,000.
Induction, health and safety, ESOL English Language lessons (weekly), access to University training programs, apprenticeships-management, catering, gardens and administration.
