At Aston University, we recognise the immense value of our research staff and understand that extended periods of absence can pose unique challenges. That's why we are proud to introduce the Aston Returning Researcher Support Fund, a flexible resource designed to support our research-active members as they transition back into the workplace after a leave of absence.

Whether the absence was due to parental leave, illness, caring responsibilities, or any other valid reason, we firmly believe in providing a supportive environment for our staff members to thrive. The Aston Returning Researcher Support Fund, aims to empower returning researchers by offering financial assistance to get research agendas up and running through a variety of means. 

All spending must be completed by July 31st 2025.

For further information contact: rke_ris@aston.ac.uk

Introduction
  • At Aston University, we are committed to fostering an inclusive and supportive work environment that values equality, diversity, and work-life balance. This policy is designed to provide guidelines and support for colleagues who have been on extended sick leave, parental or carer leave, or unpaid leave, ensuring a smooth transition back into their academic roles. 
  • Individual Needs Assessment: Before returning to work, colleagues will have the opportunity to discuss their needs with a designated representative from the Human Resources department or an appropriate mentor/advisor. This assessment will ensure that appropriate accommodations are made to support their successful return to work, considering their career stage and individual circumstances.
Eligibility
  • This policy applies to colleagues on Teaching and Research contracts who have been on extended sick leave, parental or carer leave, or unpaid leave for a period of at least 12 weeks and wish to return to their academic role at Aston.
  • The leave can have been taken in separate blocks but must equate to 12 weeks inside a 12 month period.
  • The duration and specific circumstances of the leave, as well as the colleague's career stage, will be taken into account when assessing eligibility.
  • Eligibility for support is subject to a case-by-case evaluation, considering available resources, career stage, and individual circumstances.
Application Process

Colleagues who meet the eligibility criteria can apply for support under this policy. They have two options for application:

  • Advance Application: Colleagues can apply for support before their return to work, providing a reasonable estimate of their intended return date. This allows for better planning and coordination of resources.
  • Post-Return Application: This option acknowledges that some individuals may require time to assess their needs and any necessary adjustments upon resuming their duties.
     
Teaching Buyout

We recognize that colleagues returning from extended leaves may need additional time to adjust and transition back into their academic responsibilities. To facilitate this process, we offer the option of teaching buyout, which allows eligible colleagues to reduce their teaching load during their first semester back. The specific details of teaching buyout, including the percentage reduction and duration, will be determined based on individual circumstances and academic needs. Requests for teaching buyout should be made as part of the application process and require a statement of support from the relevant Head of Department.

Financial Support

Financial support may be available to colleagues returning from extended leaves, subject to assessment and availability of resources. The specific nature and extent of financial support will be determined on a case-by-case basis, taking into consideration the individual's circumstances, the duration of their leave, and the financial implications of their return. Financial support may be provided to assist with research-related expenses (consumables, RA time etc), conference attendance (including associated childcare costs), professional development (refresher training etc), or any other reasonable requests. Colleagues can outline their financial support needs in their application.

How much can I apply for? 

Colleagues can apply for up to £20,000 in funding. This can be spread across teaching buy out or general financial support. The University centrally funds this support package, however, local logistical arrangements will be managed by the colleges.

 Equality and Diversity Considerations
  • Fair and Equal Treatment: All colleagues returning from extended leaves will be treated fairly and equally, without discrimination based on protected characteristics such as gender, race, ethnicity, disability, age, religion, or any other characteristic protected by law. The institution is committed to promoting diversity, inclusivity, and equal opportunities for all.
  • Reasonable Adjustments: Aston recognises that some colleagues may require reasonable adjustments to ensure their successful return to work. Reasonable adjustments may include flexible working arrangements, modified workloads, assistive technologies, or any other necessary accommodations. Colleagues are encouraged to discuss their needs and requirements with their line manager or the designated contact person responsible for implementing this policy.
Confidentiality

The institution will treat all personal and medical information related to extended leave with utmost confidentiality, adhering to relevant data protection laws and regulations. Colleagues' privacy and dignity will be respected throughout the application and return to work process.

Example Form

An Example Form can be downloaded below

Example Form285.6 KB