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Acceptance of appointment

If you have not already returned your signed acceptance of your new post, please do so before you start your employment with us . If we do not receive your signed acceptance, the University will deem that once you have started your employment you have accepted the terms and conditions set out in these documents.

If you have any enquiries regarding your contract of employment, please do not hesitate to contact the HR department using the contact details provided on your offer letter.

Eligibility to work

In accordance with the Immigration, Asylum & Nationality Act 2006, as your employer we are required to check valid documentary evidence such as a passport and a UK visa stamp where appropriate that demonstrate you are eligible to work in the UK. It is therefore important to ensure that the University holds this information prior to you starting work; your contract will indicate whether or not the University holds this information.

Your HR representative will be in touch with you should you need to provide any additional documentation.

Pre-employment Health Assessment Questionnaire

All prospective staff members are required to complete a pre-placement health assessment. This includes a risk assessment for the expected exposures at work for the job role and a pre-placement health assessment questionnaire.
Your Line managers or Department Administrator will refer you to the Occupational Health Service.

Reasonable Adjustments

The University has a positive approach to employing disabled people and will ensure that all reasonable measures are taken to support and retain staff with a disability in employment, as part of our commitment to equal opportunities.

Before commencing in your role, please consider telling your line manager about a disability or condition so they can discuss what workplace support and reasonable adjustments can be put in place to enable you to thrive in the role which you have been offered. 

Even if you do not require any reasonable adjustments at this time, it is useful to raise it with your manager, so if any support is needed in the future you can work positively together on this.

Access to Work

Access to Work can help you if you have a physical or mental health condition or disability. The support you get will depend on your needs. Through Access to Work, you can apply for:

• a grant to help pay for practical support with your work
• support with managing your mental health at work

Applications that are made before you take up a new job are dealt with as a priority, meaning the support can be put in place prior to, or within the first few weeks, of starting the role.

If you need help completing , you can contact our Staff Disability Adviser Service, via StaffDisabilityAdviser@sheffield.ac.uk

Wellbeing Resources

There are a number of wellbeing resources that are available to you as a member of staff at the University of º¬Ð߲ݴ«Ã½. Some key resources to look out for when you start are:

• Our in-house Staff Mental Health Adviser Service 
• Our in-house Staff Disability Adviser Service
• Occupational Health,
• Mental Health Peer Supporters
• Peppy menopause support

If you have any questions regarding staff wellbeing, please contact staffwellbeing@sheffield.ac.uk.

Pension schemes

All new employees are automatically enrolled into a pension scheme, if they are eligible for membership. This means that you don’t need to do anything as we’ll arrange this on your behalf if you’re eligible. Eligibility for automatic membership is determined by age and earnings, but even if you do not meet these criteria, please note you can still ask to opt into membership of the pension scheme appropriate to your grade.

You can find out more about the University’s pension schemes on the Finance webpages once you begin your role.

Conflicts of Interest

In an environment like º¬Ð߲ݴ«Ã½ it is inevitable that from time to time, actual or potential conflicts of interest will arise as a result of the intersection of University activities and personal relationships, financial/commercial or research interests. The majority of these issues are positive and can be simply and appropriately managed with steps to ensure transparency and clarity of the circumstances.

Details of how these issues can be managed can be found on the HR web pages once you start your role.