Employee benefits

As a staff member, you will receive full, free membership to our on-campus Sheppard Library via your staff ID card, and will be able to access an incredibly wide ranging suite of academic material and literature, as well as non-academic resources, library services and space for personal and professional use.

We support our employees with learning and training related to their role and career. This includes leadership and management development; in house courses, seminars, workshops, online modules and coaching. We also offer fee waivers for employees wishing to follow a relevant Middlesex degree programme.

Staff are entitled to discounted membership to Costco. Costco's warehouses present one of the largest and most exclusive product category selections to be found under a single roof. Categories include catering supplies, confectionery, appliances, television and media, automotive supplies, tyres, toys, hardware, sporting goods, jewellery, watches, cameras, books, housewares, apparel, health and beauty aids, tobacco, furniture, office supplies and office equipment. Costco is known for carrying top quality national and regional brands, at prices consistently below traditional wholesale or retail outlets.

• Eligible members employed directly by Middlesex University will be automatically enrolled into the Local Government Pension Scheme (LGPS) administered by West Yorkshire Pension Fund (WYPF), subject to terms and conditions. The scheme is contracted out of the State Earnings Related Scheme. Staff can opt out of the scheme at any time, once staff have become an active member.
• Individuals can make contributions ranging from 5.5% to 12.5% of pay depending on salary levels.

Eligible members employed directly by Middlesex University will be automatically enrolled into the Teachers’ Pension Scheme, subject to terms and conditions. Staff can make contributions ranging from 7.4% to 11.7% depending on salary levels. The scheme is contracted out of the State Earnings Related Scheme. Staff can opt out of the scheme at any time, once staff have become an active member. The opting out election can be actioned by using My Pension Online within the secure member area of the Teachers Pensions website.

Both LGPS and TPS are defined benefit pension schemes – i.e. a guaranteed pension based on the career average salary on retirement.

• We operate a flexible retirement policy for members of the LGPS and TPS scheme, i.e. staff are able to reduce their hours and commence drawing their pension at any time between age 55 and 75.

As of 1 February 2021, any new Professional Services staff employed will be contracted by MU Services Limited, which is a wholly owned subsidiary of Middlesex University, and will be subject to Middlesex University policies and procedures, unless advised otherwise, and will be eligible to participate in a Defined contribution pension scheme – administered by Scottish Widows Pension. Individuals do not need to contribute but the default for employees will be set at 5%. MU Services Limited will contribute a flat rate of 10%.

Staff will be auto-enrolled into the Defined Contribution (DC) Scheme, subject to eligibility criteria. Staff can opt out of the scheme at any time, once staff become an active member. Any eligible staff who opt out will be automatically re-enrolled into the scheme every 3 years on their enrolment

• There is an option for salary sacrifice for staff within this scheme, subject to HMRC limitations and employer consent. All staff in the Defined Contribution scheme will be given the option once a year in line with the tax year (6 April) to take up the salary sacrifice provision. Enquiries can be made to: WorkplacePensionsSupport@scottishwidows.co.uk
• An additional benefit associated to membership of the Defined contribution scheme, provides members with income protection during sickness absence for those absent on sick leave for over 52 weeks.
• This scheme also offers its members additional life cover, also known as Death in Service cover.

The University recognises and values the hard work, commitment and achievements of all its staff. Subject to terms and conditions and with Executive approval, the University usually operates a Contribution Pay Scheme annually, which is specifically designed to reward academic and professional services staff, whose contribution, on a sustained basis, exceeds that normally expected in their role. in terms of high levels of outcomes and competence and demonstration of our Values.

Increments where due are payable on 1 August each year for staff who have been on the current salary point for at least 6 months at the date the increment takes effect (i,e by 1st February), subject to the maximum of their particular scale and to satisfying appropriate criteria for progression.

Staff travel, cycle schemes and city car

We offer an interest-free annual Season Ticket Loan; a motorcycle loan and a Cycle to Work scheme.

If pedal power is your thing Middlesex University has partnered with Cyclescheme to offer staff savings on the cost of a new bike and accessories up to £3000. The scheme is administered through a salary sacrifice/hire agreement, allowing staff to spread the cost over 12 months and make savings as the initiative is free of income tax and national insurance contributions (NIC). At the end of the hire period, staff will be given the option to purchase the bicycle at a fair market value. This scheme applies to electric bikes also – brilliant at taking the sting out of the hills around Hendon campus!

We also have a range of Green Travel initiatives and benefits to support staff and the environment.

Relocation expenses for difficult to recruit roles

Relocation expenses can only be offered at the interview/appointment stage of a recruitment process and are at the discretion of the employing Faculty or Service. They are usually only offered for senior, specialised or “difficult to fill” posts. Reimbursement can be offered to new permanent staff providing they are moving from further than one hour’s commuting distance (at peak travel time) to within one hour’s commuting time and providing they are moving their main family home. These expenses are not applicable to an employee buying or renting a secondary home. Part-time staff are eligible for these benefits on a pro rata basis. Relocation expenses cannot be offered to staff on casual or temporary contracts, including part-time hourly paid teaching contracts.

The University recognises that there are special circumstances in which an individual may seek an absence from duty outside of their normal annual leave. Such special leave may be granted as paid or unpaid depending on the circumstances and subject to terms and conditions.

We recognise the value both to an individual member of staff and to the University of a period of sabbatical leave. We will therefore, consider on merit and within available resources, applications for sabbatical leave with or without pay as a part of planned staff development and/or research programmes. Sabbatical leave is defined as a period of leave, normally up to six months and not more than twelve months in duration, during which time a member of staff completes an agreed programme of work as part of a planned staff development or research programme.

Sabbatical leave is normally available to all permanent staff who have been employed by the University for a period of five years and every five years thereafter. However, it is not a contractual right and an application will be considered on its merits as listed in the sabbatical policy and within available resources and subject to terms and conditions.