Leave Without Pay

General Principles
Leave without pay is a privilege, not a right, and may be granted to staff upon request. Only requests which have the support of the Department/Branch Head will be considered. It is expected that the following factors will be considered in determining whether or not to support an application:

Factors Considered
1. Proposed length of absence. Applications may be for short or longer periods. Shorter periods are more frequently approved, longer periods depend on individual merit and convenience.

2. Purpose of proposed leave. Work related applications will be viewed more favourably than those which are for other reasons.

3. Length of employee service. Leave without pay is not normally available during the early years of employment.

4. Conduct and performance. Requests should not be used as a means of addressing performance problems nor should leave without pay be granted to staff whose performance is below standard.

5. Ease and convenience of replacement. Replacement arrangements should be clearly outlined by the Department/Branch Head before forwarding the application to Personnel Services Branch.

Leave without pay will only be approved where the University is satisfied in the above respects.

Revised: 7/12/95
WebPage last updated: September 2004

Direct comments and questions to: Personnel & Financial Services
University of Wollongong NSW 2522, AUSTRALIA
Phone: +61-2-4221 3555
© Copyright-June 1998