The manager and staff member should discuss what time off is likely to be required and when, if known. The Summary of Leave information details leave entitlements for staff members.
Medical treatments relating to gender reassignment should be managed and recorded as time off in accordance with the University Ill-Health and Sickness Absence procedures. Time off for these purposes should be treated no more or less favourably than time off for illness or other medical appointments.
A sympathetic approach, while considering operational needs, should be adopted if a member of staff requests time off to undergo non-medical treatments relating to gender reassignment.
A staff member may also request to take a period of leave before returning to work in his or her new gender. It will be necessary to consider whether this is to be part of his or her normal annual leave entitlement or some form of special leave. The University's Special Leave Policy provides further information to guide decision making.