Market supplements
London weighting allowances/hotspot allowance
Responsibility Allowance
- Substitution
  If you are required to cover the duties of a person on a higher level during a period of temporary absence or while we are recruiting for the senior post, you may qualify for an 'additional responsibility allowance'. This will only be paid if you have taken on full responsibility for the work of the senior employee, including decision-making, for more than four weeks.
- Additional responsibilities
  There may be occasions when you are not deputising for your manager, but have been asked to undertake duties which add significantly to your job responsibilities, on a temporary basis. You may receive an additional allowance in this case, if the situation lasts for more than four weeks and it is agreed that an allowance is justified.
First Aid Allowance
This is paid to employees who have completed a recognised first aid course, and who have responsibility for first aid in their work place.
Childcare Allowance
This allowance is paid to help employees continue to work when they may otherwise be unable to do so because of childcare costs. The allowance is available to Oxfam GB's employees, who fulfil certain set criteria.

Benefits

Annual holiday
Equal to 33 days per year. Includes public holidays in the country of work.

Part-time, job-share and fixed-term employees receive annual holidays on a pro-rata basis, according to contractual hours.
Pension
Oxfam believes it is important to encourage its employees to save for their retirement. If you are resident or ordinarily resident in the UK, you will have the opportunity to join the Oxfam GB Nurture Stakeholder Pension Scheme. You and Oxfam GB will both contribute into the scheme. Oxfam will double the employee’s contributions up to a maximum of 10% of gross pensionable pay.
Insurance
Oxfam GB has taken out a range of insurance policies with external companies, which may provide cover for you in some defined areas.
- Life Assurance (Death in Service Payment)
  All employees under 65 in Oxfam GB are covered via a Group Insurance policy. The benefit in the event of your death will be calculated as multiple of your most recent gross annual salary.
- Travel
  You will be covered by a business travel insurance policy while you are travelling on Oxfam GB business.
Sickness leave and Sick Pay
Oxfam GB will pay the difference between the national health scheme payment and your actual salary for certain periods, depending on your length of service. This is conditional upon you complying with the statutory rules, with Oxfam GB's rules requiring notification, and the provision of the correct certificate.
Counselling Provision
Within the organisation, employees have been trained to provide counselling in both personal and professional matters.
Nursery
Oxfam GB operates a workplace nursery for staff in Oxford during normal working hours.
Childcare Vouchers
Childcare vouchers are a way of paying for registered childcare. You can exchange £243 a month of your salary into vouchers and save tax and national insurance on it. You can save up to a potential £1,195 per year. The vouchers are available to all UK employees.
Maternity and Adoption Leave, and Pay
Oxfam GB policies offer more attractive Maternity and Adoption Leave, and Pay than the UK statutary provision.

Family friendly working environment

Flexible Working
Where the nature of the work allows, flexible working options in certain circumstances can be considered, to help you to achieve a good balance between your work and home life. Options could include term-time working, job sharing, and part-time hours.
Nursery:
Oxfam GB operates a workplace nursery for staff in Oxford during normal working hours.
Other leave entitlements
- Dependency Leave
  You may apply for leave for the urgent care of a dependant. The amount of leave will depend on the circumstances, and will only be granted at the discretion of your manager.
- Compassionate Leave
  If you need to take more time off for reasons of serious family illness or bereavement, Oxfam GB will normally pay up to 2 weeks absence. However, your manager will consider each case on its merits. Any extension to this period would normally be taken as holiday or unpaid leave.
- Urgent and Unplanned Private Business (UPB)
  In exceptional cases your manager may allow up to four days' absence in any twelve-month period, without loss of pay, for unexpected personal or domestic reasons.
- Partner Leave (also known as paternity leave)
  If your recognised partner is pregnant you may be entitled to up to two weeks' paid partner leave.
- Parental Leave
  Parental leave is provided to enable parents to look after their child, or to make arrangements for the good of the child. Parental leave is designed to cover periods of planned absence and is a separate entitlement from maternity leave, partner leave, and dependency leave. It is unpaid.
- In Vitro Fertilisation(IVF) Leave
  Employees with more than 26 weeks continuous service can apply for two days per IVF cycle up to a maximum of three cycles. This also applies to employees whose partner is receiving treatment.
- Maternity and Adoption leave, and Pay
  Oxfam GB policies offer more attractive Maternity and Adoption Leave, and Pay than the UK statutary provision.

Trade unions

Oxfam has a recognition agreement with the Oxfam Joint Trade Union and Shop (OJTUS) which is made up of members of TUC unions and is affiliated to the Transport and General Workers Union Section of UNITE.

All Oxfam GB employees are offered the opportunity to take up membership in the Union. Oxfam's Trustees and Management encourage all staff to join.

Equality and diverisity

Oxfam GB values diversity and recognises the enormous benefits of making the most of the different skills, talents and perspectives to achieve our organisational goal of overcoming poverty and suffering.

Oxfam believes diversity comes from the visible and invisible differences that exist between people – for example, those based on gender, race, ethnic origin, physical and mental ability, sexual orientation, age, economic class, language, religion, nationality, education and family/marital status. All of these differences contribute to different experiences of life, values, attitudes, ways of thinking, and communicating.

Oxfam recognises that it is vital to create an inclusive working environment where people from diverse backgrounds can contribute and achieve.

Success in overcoming poverty and suffering depends on the people who work for Oxfam. Therefore it is crucial that we are able to attract the best candidates from a wide range of backgrounds and all our employees are included and able to reach their full potential.

Oxfam recognises that some groups are currently under-represented within its workforce. We are taking positive action measures to address under-representation as it exists in different countries where Oxfam GB works. Oxfam particularly encourages applications from people from all communities and backgrounds.

Oxfam is an Equal Opportunities employer, and is a signatory to the UK government’s Positive About Disability charter.

Disability

Oxfam aims to ensure that our recruitment process is fair and accessible for everyone. If you have a disability and need an adjustment made to any part of the recruitment process please do let us know. Oxfam makes adjustments on an individual basis to help ensure that individuals can demonstrate their best for Oxfam.

Oxfam welcomes applications from people with disabilities and will offer guaranteed interviews to disabled candidates who meet the minimum criteria for the role they applied for.

If you have any questions or concerns about how will we use any information regarding a disability please contact us.

Vulnerable people

Oxfam GB’s values make explicit the requirement for ensuring that staff, volunteers, consultants and partner organisations in all cases support our commitment to the protection of vulnerable groups. These include children and young people, elderly people, beneficiary groups in humanitarian situations, and people with serious mental and physical illnesses or disabilities.

Child protection
Oxfam works in a world where, regrettably, children and young people continue to be neglected and abused. Oxfam therefore takes very seriously its responsibilities to protect as well as to uphold the rights of children and young people in all its work and as an employer.
Code of Conduct
Oxfam's Code of Conduct outlines the standards of behaviour and practice expected of Oxfam GB staff across the world. It covers all areas of conduct including the protection of vulnerable people. The Code forms part of the Terms and Conditions of Employment. A similar Code of Conduct/Policy applies to volunteers, consultants and contractors and forms part of their 'contract' with Oxfam GB.
Recruitment
All applicants may be subject to extensive background checking during the recruitment process, particularly when the role for which the application is being submitted involves unsupervised access to children and vulnerable groups. This primarily encompasses nursery staff and programme and project staff directly managing programmes with access to vulnerable groups or individuals in their homes. This could involve the use of official registers (e.g. Criminal Records Bureau), reference taking, checking of qualifications, checking of employment gaps and appropriate interview questioning.
Reporting
Oxfam has established policies and procedures to help ensure that any concerns related to the protection of vulnerable people, whether as beneficiaries or as employees, can be rapidly, sensitively and effectively dealt with.

Learning and Development

Oxfam offers a range of learning opportunities – some structured such as formal learning programmes, and others less formal. You will find great support through one to one coaches and mentors as well as having access to plenty of useful resources including a growing array of online possibilities.

There will be opportunities to learn from working alongside highly professional fundraisers, campaigners, logisticians, administrators, project officers, humanitarian workers, policy analysts, and other staff. And just as you will learn from colleagues, they will learn from you by sharing the knowledge and skills that you bring to Oxfam from previous experiences.

You will have the opportunity to plan your learning and development objectives as part of your performance development plan. Wherever you work within Oxfam, you will have great scope to make use of Oxfam’s learning resources and find ways to meet your professional goals.