skip to content


If the University wishes to terminate your employment you will be given, except in the case of serious misconduct, due notice. This will be a period of notice not less than the following:

Period of unbroken service

Notice period

Less than one year

Not less than one week

More than one year but less than five years

Not less than four weeks

More than five years but less than nine years

Not less than eight weeks

Nine years or more

Not less than twelve weeks

The University may not require you to work your period of notice, but instead may pay you in lieu of notice.

In a case where serious misconduct is alleged, the Head of Department may suspend you with pay immediately until the Human Resources Committee makes a decision. If the University considers that there are grounds for dismissal for serious misconduct, you may be summarily dismissed without notice. You have the right to appeal against the termination of your employment.

For information on termination of employment due to disciplinary, please refer to the University’s Disciplinary Human Resources pages.

Resignation and notice period

If you wish to resign you should submit your resignation in writing to your PI and inform the personnel administration team providing four weeks’ notice or such as your contract states.

Address your written resignation to your PI and copy Kathleen Pickett (

In your written resignation, confirm the date your resignation will take effect, your last day in the department (if different) and, if possible, brief details of your destination on leaving. 

If you and your PI have agreed that it is impractical for you to take some or all of your remaining annual leave during your notice period, please confirm this and the number of days you will need to be paid for in your resignation letter. 

Please note: payment is not offered as an alternative to taking your holiday.


The University does not operate a retirement age for contract research staff. Where the employment of a University officer is extended beyond the retirement age, that employment will be in a fixed-term capacity and the individual will move from an established to an unestablished position. However, the University may continue to rely on retirement as a reason for ending the employment relationship at the end of this extended period of employment, including where there have been successive extensions.

The University’s retirement policy/procedures are available on the Human Resources website. Members of staff may apply to retire earlier than their normal retirement date, but should first seek advice on how this might affect their occupational pension, if appropriate.

Termination of fixed and limited term contracts

If your post is supported by funds received from outside the University and/or if you have been appointed on a temporary basis to meet a specific need or to undertake a specific project, you will be notified of the date upon which your appointment terminates when you are appointed. You are encouraged to enquire of your PI/supervisor well in advance of the termination date whether your appointment is likely to be extended.

Consultation meeting request - Prior to the end of your fixed or limited term appointment, you and your PI/supervisor will receive a letter requesting that you arrange a consultation meeting to discuss whether your contract will be extended or come to an end. At the end of the meeting, you and your PI/supervisor complete Form PD7 confirming the outcome. The completed form, signed by both of you, should be returned to Emma Graham, Personnel Administrator. If you wish to receive redeployment assistance from the HR department, please mark this clearly in the appropriate section on the form. 

Three months prior to the end date of your fixed or limited term appointment - You will receive automated monthly email reminders of your end date until either you leave or an extension is confirmed. Please respond to these emails if you feel that the information contained in them and the Departmental database is incorrect.

If you and your PI/supervisor confirm that your employment is to be extended - You will be contacted by Emma Graham, Personnel Administrator, to confirm that the Department has processed your extension paperwork and to prompt you to undertake any other activities to ensure your extension remains seamless. You will receive an updated contract from HR sent to you directly at the Chemistry Department. 

If you and your PI/supervisor confirm that your employment is to come to an end or neither of you provide any instructions - You will receive a formal notification letter confirming the end date of your contract and that you have the right to appeal against the decision. You will be contacted by Emma Graham, Personnel Administrator, outlining the Department’s leaver process and action you need to take prior to leaving the Department.

For support, information or guidance please contact Kathleen Pickett, Welfare, Training and Development Adviser or Marita Walsh, Support Services Manager.

Leavers process

The leavers process will be activated when your resignation or notice to retire is received, or your contract is confirmed as ending. You will receive the departmental Leavers Certificate from Emma Graham, Personnel Administrator, approximately two weeks prior to your known leave date.

The Leavers form must be completed, with all necessary signatures, so that:

  • The Department can be sure to retain accurate records and contact details for any correspondence that may need to be forwarded or sent to you after you have left
  • If you paid £50 deposit during registration this will be returned to you.  


  • Prior to leaving the Department, you must ensure you pass on or give access to any work-related information pertinent to your role or research.
  • Information left on an individual’s desktop cannot be retrieved if you have not made arrangements to pass on or share this information.
  • Personal data left on computers is retained for 6 months following the individual last day of employment.