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1 May 2019: Natural Justice. ‘Natural Justice’ is defined as ‘due process of law’ or the ‘requirements of procedural fairness’. ... so far as this is compatible with the requirements of the Act and other relevant legislation.

10 Jun 2019: The HR Forms page has been updated to make it easier to find HR-related forms. Forms are now arranged alphabetically by name within eight categories corresponding to different stages of employment, as follows: 1. Recruitment and Employment 2.

30 May 2019: It will not always be possible to assign a team member to a new assignment, so Institutions are encouraged to discuss their requirements with the HR Directorate before submitting their request

1 Oct 2019: Similarly, it may be more appropriate to request annual leave, parental leave or flexible working as appropriate for longer term care requirements.

10 May 2019: The October 2019 Contribution Increment Scheme for Researchers is now open.

15 May 2019: Real Living Wage Following a formal application to the Living Wage Foundation, the University of Cambridge has been accredited as a Living Wage Employer. This ensures that wages for University staff and those of contractors who regularly work on

5 Dec 2019: Description This Security report lists all of the staff members within your department that have access to CHRIS, plus staff members in other departments that have access specifically to your department. This report is generated to make sure that

10 Apr 2019: On 30 March, the EU Settlement Status scheme opened to the public, following a successful piloting of the scheme in late 2018/early 2019. The scheme is open to all EU, EEA and Swiss nationals, and their family members (regardless of nationality),

31 Jan 2019: Applying for Indefinite Leave to Remain/Settlement Note: for EU/EEA/Swiss nationals applying for ‘settled status’, that is a different legal route, and guidance on that can be found here: https://www.gov.uk/settled-status-eu-citizens-families

7 Feb 2019: The University has published its 2018 Gender Pay Gap Report. This is the second mandatory gender pay gap report that the University has published in accordance with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. The