For staff based in the UK
Islamic Relief Worldwide recognises our staff are our biggest asset, and so we offer a range of benefits designed to support their professional development, mental and physical health, and work/life balance.
We offer a range of in-house and e-learning training programmes as part of our commitment to the professional development of all our staff.
We also provide colleagues with the opportunity to apply for role-specific courses.
To find out more, please visit the website of our training and learning division, the Humanitarian Academy for Development. It has an extensive programme of in-house courses and workshops and also runs externally accredited programmes.
Islamic Relief Worldwide offers a minimum 22 days annual leave (pro rata for part-time and fixed-term employees) in addition to bank holidays, increasing by an additional day each year (up to a maximum 6 years)
The annual leave year begins on 1st January and ends on 31st December each year.
In addition, our employees also enjoy an extra 4 days leave for the Islamic celebration of Eid. These days are to be taken on the days that Islamic Relief declares as official Eid days.
Part time colleagues have their Eid Days calculated on a pro-rata basis.
Colleagues are automatically enrolled onto our workplace pension scheme after 2 months service, with the option to opt out once enrolled, or opt in early and increase your contribution.
Islamic Relief Worldwide offers an excellent healthcare cash plan which is designed to help cover your day to day healthcare costs and offers 100% cash back (up to policy limits) for a variety of different medical treatments which may include:
- Dental check-ups, X-Rays and hygienist fees
- Eye tests, spectacles and contact lenses
- Medical prescriptions
- Physiotherapy, osteopathy and chiropractic treatments
The plan currently on offer includes the option to take up discounted gym membership as well as retail discounts, though these may be subject to change at any time.
Our colleagues can access confidential counselling and we also have a team of trained mental health first aiders who can provide confidential initial help and support. We also have annual Mental Health Awareness Days for our staff.
Maternity, Paternity and Adoption and Shared Parental Leave and Pay
All employees are entitled to a 26 week period of Ordinary Maternity Leave (OML) irrespective of their length of service or the number of hours per week that they work.
All employees are also entitled to a further 26 weeks Additional Maternity Leave, which, if the colleague decides to take it up, will begin immediately after OML, therefore entitling the employee to a total of 52 weeks leave. This is irrespective of the length of service or the number of hours per week that are worked.
Employees with the relevant qualifying service with Islamic Relief are entitled to receive Enhanced Maternity Pay (EMP). This is detailed as below:
- Week 1 to 6: 90% of your average weekly earnings (Statutory Maternity Pay)
- Week 7 to 26: 90% of your average weekly earnings (Statutory Maternity Pay topped up by EMP)
- Week 27 to 39: 50% of your average weekly earnings (Statutory Maternity Pay topped up by EMP)
- Week 40 to 52: unpaid
We offer Paternity Leave to our colleagues. To qualify for Statutory Paternity Leave (SPL), you must have at least 26 weeks continuous service with Islamic Relief Worldwide.
The Enhanced Paternity Pay entitlement is 2 weeks at actual pay. To qualify for Enhanced Paternity Pay, you must have at least 52 weeks service with us.
We also offer Adoption Leave. When a colleague takes time off to adopt a child or have a child through a surrogacy arrangement, they may be eligible for Statutory Adoption Pay and Leave. Employees can take up to 52 weeks’ Statutory Adoption Leave (SAL). The first 26 weeks is known as Ordinary Adoption Leave (OAL), the last 26 weeks as Additional Adoption Leave (AAL). The same rates of pay and qualification periods will apply as Maternity Pay.
Shared parental leave
Colleagues can start Shared Parental Leave (SPL) if they are eligible and they or their partner end their maternity or adoption leave or pay early. The remaining leave will be available as SPL. The remaining pay may be available as Statutory Shared Parental Pay (ShPP). This means that the maternity leave can be split between partners. Employees can take SPL in up to 3 separate blocks. They can also share the leave with their partner if they’re also eligible. Parents can also choose how much of the SPL each of them will take.
Islamic Relief Worldwide offer sick pay which increases with length of service. These arrangements are intended to supplement statutory sick pay, to provide additional payment during absence due to illness, injury or other disability. Islamic Relief operates a contractual sick/injury pay scheme (inclusive of SSP) which provides payment during periods of certificated sickness.
For those staff for whom visiting field offices is not routine in their day-to-day role, as part of the staff appraisal and development plan after 5 years’ service, there is the opportunity to visit a field office for 1 week.
All employees with over 52 weeks of service will have the opportunity to volunteer for 1-3 days per year at an Islamic Relief charity shop, Islamic Relief partners and/or TIC International.
Islamic Relief Worldwide operate a Cycle to Work scheme. This is a government initiative to encourage more people to commute to and from work by bike, enabling people to make healthier choices and reducing the UK’s carbon footprint. The initiative also allows you to make huge Tax and National Insurance savings on the cost of a new bike and safety accessories. These savings are achieved via salary sacrifice which is managed by your employer and lets you spread the cost to make payments more convenient.
Free on-site car parking is available, on a first come first served basis, for all staff at 19 Rea Street South, Birmingham and HAD, Sampson Road North, Birmingham.
Unlimited free tea, coffee and water dispensers available.
**Please note that all of benefits are subject to change in light of organisational and financial performance**