Staff Benefits

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The University operates two main pension schemes for staff. Your eligibility will be determined by your job role and contract type:

  • University of Oxford Staff Pension Scheme (OSPS)the University's own scheme for staff on grades 1 to 5. As a member you will contribute a minimum of 4% of your pensionable salary each month and your employer pays at least 6% to your fund. In addition OSPS provides for death in service and incapacity.
  • Universities Superannuation Scheme (USS)a national scheme for staff on academic and academic-related grades (grades 6 and above); as a member you will accrue a pension of 1/75 of your salary and a cash lump sum of 3/75 of your salary for each year of service. Members of the scheme benefit from life cover and a package of protection for beneficiaries in the event of death in service. You will also gain access to the USS Investment Builder.

You will automatically be enrolled into the appropriate scheme unless you apply to opt out.

Subject to certain limited exceptions, if you are eligible to become a member of either USS or OSPS and you join the pension scheme, you are automatically enrolled in the University's salary exchange scheme for pension contributions from the date of joining the pension scheme for OSPS members and from three full months after joining the pension scheme for USS members.

A new employee may opt out of Salary Exchange. To do so you must give notice in writing to the Payroll Manager that you do not wish to join the scheme at least one month before you are automatically enrolled.

Read more: Pensions website

 

The University offers very generous family leave and pay to employees. If you are a parent, or are expecting to be a parent, do read all the following guidance relating to the type of leave you wish to take.

For further information, consult the Department Parents and Carers Hub

Maternity leave and pay

Adoption leave and pay

Shared Parental Leave (SPL)

Paternity leave

Unpaid parental leave

Fertility treatment leave

Framework: family leave for researchers and academics

Family leave - guidance for Supervisors

 

A flexible working arrangement is a variation to the standard full-time working pattern in your department. Flexible working might involve reducing your working hours or just working them to a different pattern.

Examples of flexible working include:

  • part-time working
  • staggered working hours which may include an early or late start or finish, or allowing a long break in the middle of the day
  • term-time only working
  • working from home
  • compressed hours (for example, working a '9-day fortnight' where the full-time hours for 10 working days are worked over 9 longer days)

Employees may request a temporary or a permanent change to their working hours.

Applications for flexible working can be made either informally, by agreement between employee and line manager, or through the formal ‘flexible working scheme’.

Applications are subject to approval by line managers.

The University has introduced the New Ways of Working Framework to ensure professional service staff can continue to support the University’s academic mission whilst working on site or remotely - as we move out of the pandemic. We are currently working on the application of this framework in our department, and will provide further guidance soon.

 

We are committed to helping our staff choose ways of travelling that make the least impact on our environment, and support a number of schemes to make sustainable travel affordable, accessible and easy to use

More information: Travel Schemes

 

University staff can access shopping discounts in several ways; by purchasing a TOTUM card, by showing an employee pass in selected local stores, or online by using any of the listed discount codes

More information: Staff Discounts

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