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.

We have a positive employee relations environment with our recognised Trade Unions , University College Union (UCU) and UNISON, who provide guidance and support to staff on a range of employment related matters.

The occupational health service provides independent and professional specialist medical advice to employees and managers on the effect of health at work.

Our aim is to encourage and support an environment within the University which helps staff fulfil their potential, irrespective of disability and ill health. Our aim is to prevent work-related illness and injury and to assist staff to return to work after sickness absence.

We offer 52 weeks' maternity and adoption leave and generous maternity and adoption pay. (subject to terms and conditions within the policy) The non-primary carer may take two weeks' paid paternity leave with the option of up to 26 weeks' additional paternity leave. Parental leave and the opportunity to take a career break are also available.

Subject to terms and conditions staff are entitled to up to 5 days paid leave (pro rata for part-timers), in any one annual leave year, to deal with an unexpected emergency involving a dependent. An emergency may include sickness, accident, criminal injury, unexpected absence of the usual carer or serious problems at the child's school.

This is a government-run scheme. Parents/guardians can check their eligibility and apply via the tax-free childcare pages on the GOV.UK website.

Any member of staff may request to change their working pattern or hours. Where possible and taking into consideration the needs of the business, we support compressed hours, job-sharing, part-time working and homeworking one or two days a week. Staff may also apply for a career break.

We understand that working in a pandemic is unlike any working before, and as a University we are committed to being as flexible as possible in helping support colleagues and students to manage their wellbeing and work-life balance.

All staff are entitled to a free eye test once every two years, along with a spectacles voucher towards the cost of glasses where they are required for DSE use. This spectacles voucher can only be issued where a certificate of recommendation is supplied by the Optician.

• 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: [email protected]
• 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.

At Middlesex we believe in the importance of gender equality. We signed up to the Athena Swan Charter to strengthen our efforts in this area and have been awarded a highly-esteemed Bronze Award.

The Athena Swan Charter recognises and celebrates good practice in higher education and research institutions towards the advancement of gender equality: representation, progression and success for all.

Find out more about our work towards gender equality in higher education.

Middlesex University received a Gold Award and secured a place in the Top 100 list for leading LGBTQ+ inclusive employers in the workplace in the Stonewall Workplace Equality Index 2023.

We also ranked 58th out of 268 institutions in the overall ranking, and came 8th out of the 30 higher education institutions that took part this year. This is a significant achievement for the University and our community, substantially building upon our previous Bronze status and climbing up 45 places from 2022.

Stonewall is Europe’s largest charity for LGBTQ+ rights. The Stonewall Workplace Equality Index is a benchmarking tool for employers to measure their pro­gress on LGBTQ+ inclusion and it recognises institutions that do significant work towards supporting their LGBTQ+ employees. The Top Employers list is compiled from submissions to the Workplace Equality Index.

Find out more about our work towards the inclusion of LGBTQ+ people in the workplace

We have signed up to Advance HE's Race Equality Charter (REC) and have been awarded a REC Bronze Award, which demonstrate our commitment to improving the representation, progression and success of Black, Asian and Minority Ethnic staff and students within higher education.

Find out more about our work towards race equality in higher education

Business in the Community (BITC) is committed to empowering employers to tap into this economic potential by accelerating change for ethnically diverse employees.

Find out more about our work towards race equality in higher education

Middlesex University has gained the highest Disability Confident Leader (level 3) status. Disability Confident organisations play a leading role in changing attitudes for the better. They’re changing behaviour and cultures in their own businesses, networks and communities, and reaping the benefits of inclusive recruitment practices.

We are a member of Business Disability Forum, which exists to transform the life chances of disabled people, working through and with businesses to create a disability-smart world.

Working Families leads the way in helping organisations and employees build enabling and flexible environments that enhance productivity, creativity and wellbeing so that work works for everyone.

The Inter Faith Network for the UK works to promote understanding, cooperation and good relations between organisations and persons of different faiths in the UK.

Middlesex University is located within the London Borough of Barnet. The Borough has a ‘Faith Covenant’ with Barnet’s Multi Faith Forum. The Forum is widely represented by the 12 faith groups within Barnet and works to promote the value of faith groups within our community and the contribution they make to a peaceful, caring society.

We have a number of Staff Networks that are proactive and successful in instigating and developing new ideas, raising awareness across different issues and experiences, and holding supportive and informative events. They are also instrumental in influencing policy through the University Equality, Diversity and Inclusion Committee.

The main purpose of these Networks is to provide a safe and welcoming environment for staff to learn about each other in an inclusive and respectful way, and to provide support to the University’s equalities plans. The Networks are: Anti-Racism Network (MDX-ARN), Parents’ and Carers’ Network, Disability Network, Gender Network, Inter Faith Network (MDX IFN), LGBT+ Network.

Find out more about the Networks and how to join them