Flexible working policies

We are committed to supporting the next generation of cardiovascular research leaders and have flexible entry criteria for our personal awards, assessing applications on a case by case basis.

When assessing eligibility and competitiveness, we take into account time spent outside the research environment (in particular time spent on maternity, paternity or adoption leave, and time away from research for other caring responsibilities, ill-health or working in a non-research environment, such as industry).

Applying for part-time working on a fellowship

We recognise the challenges our fellows face when managing a research career with other responsibilities such as family commitments. Consequently, we will consider applications for our fellowships on a part time basis if this has the agreement of the university and the supervisor.

At least 0.5 full-time equivalent (FTE) must be dedicated to the fellowship and the value of a part-time award may be requested on a pro rata basis (not exceeding the full-time equivalent of the specific fellowship). For example, a 3 year fellowship on a full-time basis would equate to a 6 year fellowship with the fellow working 0.5 FTE, but the value of the award would remain the same.

Changing to part-time working on a fellowship

We will also consider applications from current fellows to work on a part-time basis if this has the agreement of the university and the supervisor.
At least 0.5 full-time equivalent (FTE) must be dedicated to the fellowship and the value of the part-time award can be recalculated on a pro rata basis (not exceeding the full-time equivalent of the specific fellowship). If the grant includes full time technical support, we will consider requests to retain that support at 1 FTE subject to justification.

If you are a current BHF fellow and would like further information about working part-time, please contact the BHF office.

Parental/adoption leave

All BHF fellows are entitled to take adoption or parental leave in accordance with the university’s terms of employment. We will consider requests for fellowships to be placed in abeyance during the leave of absence, and the end date of the grant may be extended for the period equivalent to the leave taken.

We will also consider requests to retain support staff working on the grant and associated consumables and at the same time extend the end date of the grant for the period of leave taken by the fellow. These arrangements will need to be discussed with and approved by BHF, and the fellow will need to provide assurance that there will be adequate supervision for support staff during this period.