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Human Resources

Human Resources

 Work Life Balance in DCU

What is work life balance and why does it matter?

Work Life Balance is defined as a means of flexible working or flexible leave available to employees. These arrangements may be in addition to statutory entitlements and are generally granted to the employee to accommodate their needs outside of the workplace. They may be to facilitate family commitments; study or health and DCU is very supportive of these initiatives, provided that the needs of the university are not adversely affected.

Work Life Balance initiatives can benefit the employee by assisting them to start, stay in, or re-enter employment while dealing with other responsibilities or availing of other opportunities in their lives. The benefits of Work Life Balance for DCU is that it enhances recruitment and retention of workers, facilitates diversity in skills, reduces sickness and absenteeism, stress and builds workplace morale and productivity. Studies have reported such benefits as enhancing working relationships between colleagues and encouraging employees to show more initiative and teamwork. Work Life Balance initiatives also benefit workplace equality in that they support the presence and participation in the work-place of a diverse range of workers from across the grounds of gender, marital status, family status, age, disability, sexual orientation, race, religion and membership of the Traveller community. 

DCU operate a number of Work Life Balance initiatives. The aim is to help create a better balance between the demands of your job and the healthy management and enjoyment of your life outside of work.

Some of the initiatives currently in place in DCU are:

Various types of Leave

There are many types of leave available to DCU staff and they are as follows: Additional Leave Scheme, Adoptive Leave, Annual Leave, Carer’s Leave, Compassionate Leave, Extraordinary Leave, Force Majeure Leave, Leave of Absence, Marriage Leave, Maternity Leave, Parental Leave, Paternity Leave, Sabbatical Leave & Sick Leave. The employee’s Manager normally approves leave, however, there is a policy in place for each type of leave arrangement. Further information on each leave type is available at

Learning & Development

The university is committed to supporting the training and development of all staff in DCU. Some of the training courses/seminars provided include:
• Personal Effectiveness
• Time Management
• Building your Resilience
• Money Management Week

Check out our schedule for the latest courses. 

Health / Family Programmes

Occupational Health
The university will support staff with regards to their Occupational Health. This includes pre-employment medicals, manual handling training, occupational health screening in the event of long term illness, Health Screening, and Guidelines for the Operation of VDU’s, including eye tests every two years for staff operating VDU’s on a continuous basis.

Health Assurance
DCU facilitates voluntary schemes with VHI through payroll and a group discount is available to DCU staff.  Other Health Insurance providers eg. AVIVA and LAYA also offer group scheme discounts, but the cost of the insurance is paid directly from your bank account by direct debit.   If you would like more information about the health plan most suitable to you, you can contact Cornmarket on 1890252140.  Full details can be viewed at 

DCU Sports & Spa
There is a Sports gym and spa on campus and an individual staff membership rate of €340 (normally €540) is available. Couple and Family rates are also available. Further information is available at:

Sick Leave
DCU operate a certified and uncertified sick leave scheme to assist staff members in times of illness. Leave with pay may be granted, subject to a medical certificate being provided to HR.

DCU Group Income Continuance Scheme
This scheme provides a salary protection plan, which may provide a guaranteed source of income in the event of a long or short-term temporary disability so that the applicant will at no stage received less than 75% of their pre-sickness salary.   The Life Plan element of the scheme provides death in service benefits which increases death in service cover (provided under the DCU Superannuation Scheme) by providing a supplementary benefit of twice salary. This will give an overall payment of between three and three and a half times salary.   There is also a Specified Illness Cover, so that if a member suffers a specified illness, they will receive a once off tax free lump sum equivalent to 25% of the members annual pensionable salary. Full details of the scheme can be viewed at

There is a pharmacy on campus located in the Henry Grattan building, opposite the InterFaith Centre.

The university has a crèche on campus and further information about costs and places is available

Breastfeeding Facilities
The university has breastfeeding facilities on campus for nursing mothers. Access to the room can be arranged by contacting the Health & Safety office.


Taxsaver Travel Pass Scheme
This is arranged on an annual basis by Training & Development, Human Resources and tickets may be obtained for bus, luas and train. The employee receives tax relief on the cost of the annual ticket, and deductions are made for the cost of the ticket through payroll.

DCU Superannuation (Pension) Scheme
DCU operate a superannuation scheme for DCU staff members, membership of which is a condition of employment. Information about your pension can be viewed at alternatively you can contact Patricia O’Sullivan on 5939 or Jennifer Butler on 6348.   

Retirement Planning Courses
DCU HR also provides a training course for DCU staff members and their spouse who are due to retire. This course facilitates the preparation, by the staff member, of their upcoming change in circumstances and life stage.

Bank on Campus
AIB is located on campus in the street of the Henry Grattan Building.



The HR department welcomes any queries from you regarding these policies and would like to encourage you to find out how these policies can be of use to you. We are endeavouring to continue to further develop existing policies that support Work Life Balance and you are encouraged to make suggestions to the HR department at any time.