1. GRANTING OF LEAVE

1.1 A female staff member employed under a continuous contract* immediately before the commencement of her maternity leave and having given notice of pregnancy to the University is entitled to a continuous period of 14 weeks’ maternity leave.

[*Note: A staff member who works continuously for the University for 4 weeks or more, with at least 18 hours in each week is regarded as working under a continuous contract.]

1.2 Any period of maternity leave will be counted towards service for the purpose of superannuation and other leave entitlement.

1.3 The grant and administration of maternity leave shall always be subject to the latest provisions of the Employment Ordinance (Cap. 57). 

2. TAKING MATERNITY LEAVE

2.1 A pregnant staff member should serve notice of her pregnancy and of her intention to take maternity leave to her Faculty Dean/Head of Department/Centre/Office (or her immediate supervisor if she is a Faculty Dean/Head of Department/Centre/Office or above) after her pregnancy has been confirmed by a medical certificate. She should complete the Leave Application Form and attach a medical certificate issued by a registered medical/Chinese medicine practitioner certifying the pregnancy and specifying the expected date of confinement to her Faculty Dean/Head of Department/Centre/Office (or her immediate supervisor if she is a Faculty Dean/Head of Department/Centre/Office or above) for approval. The completed leave application form should then be forwarded to the Human Resources Office for record purpose.

2.2 With the agreement of her Faculty Dean/Head of Department/Centre/Office (or her immediate supervisor if she is a Faculty Dean/Head of Department/Centre/Office or above), a pregnant staff member may decide to commence her maternity leave from 2 to 4 weeks before the expected date of confinement. She should, as soon as possible, reach a mutual agreement with her Faculty Dean/Head of Department/Centre/Office (or her immediate supervisor if she is a Faculty Dean/Head of Department/Centre/Office or above) on the commencement date of her leave so that appropriate arrangements during her absence can be made in advance.

2.3 If the pregnant staff member does not decide on the date, or fails to secure agreement of her Faculty Dean/Head of Department/Centre/Office (or her immediate supervisor if she is a Faculty Dean/Head of Department/Centre/Office or above), she shall commence her maternity leave 4 weeks before the expected date of confinement.

2.4 Maternity leave commences on the date of confinement if it occurs before the scheduled commencement of maternity leave. In this case, the pregnant staff member should give notice of the date of confinement and her intention to take 14 weeks’ maternity leave to her Faculty Dean/Head of Department/Centre/Office (or her immediate supervisor if she is a Faculty Dean/Head of Department/Centre/Office or above) within 7 days of her confinement.

2.5 If confinement occurs later than the expected date of confinement, the pregnant staff member shall enjoy a further period of no-pay maternity leave equal to the number of days from the day after the expected date of confinement to the actual date of confinement.

2.6 A pregnant staff member who has to take a further period of absence on the grounds of illness or disability due to the pregnancy or confinement may take sick leave under the sick leave provisions.

2.7 When a pregnant staff member is absent from work to attend medical examination in relation to her pregnancy, post confinement medical treatment or miscarriage, any day on which she is absent shall be counted as sick leave.

3. NO-PAY MATERNITY LEAVE

3.1 Where a pregnant staff member has less than 40 weeks of continuous service prior to the commencement of maternity leave, such leave (including any extension of maternity leave) shall be no-pay maternity leave.

3.2 No-pay maternity leave is not leave earning and is not regarded as “Scheme Service” as defined in the Superannuation Scheme. Neither the University nor the staff member appointed on superannuable terms will make contributions to the Superannuation Scheme during the no-pay maternity leave.

3.3 For Sundays, off-duty Saturdays and gazetted general holidays occurring at the end of no-pay maternity leave, the staff member will receive full-pay with effect from the day he/she could have resumed duty, i.e. the day immediately following the expiration of no-pay maternity leave.

Last updated in December 2020