01 December 2025
To ensure fair and transparent compensation when an employee temporarily assumes significant additional responsibilities outside their normal role, such as covering for a colleague on parental, medical, or other extended leave, or a prolonged vacant staff position for which their responsibilities need filing.
This policy applies to all Neuromatch employees, regardless of contract type or location, who are asked to take on additional duties for a defined temporary period.
Employees may be eligible for a temporary pay uplift when:
- They are required to assume substantive duties of a higher-level role (e.g., managing staff, projects, or budgets beyond their current remit);
- The change in responsibility is expected to last ;
- The arrangement is by the CEO (or delegate, e.g. President and/or Board of Directors). This does not need to be approved by the Board of Directors.
Short-term or task redistribution within the normal scope of team collaboration is not eligible for an uplift.
The temporary pay adjustment will depend on the level of responsibility and additional workload assumed and may take one of the following forms:
- typically of base salary.
- a defined additional monthly payment for the duration of the arrangement.
The uplift should be proportionate to the additional workload and complexity, and benchmarked where possible against comparable internal or sector norms.
- The uplift will apply only for the period during which the additional responsibilities are formally assigned and actively performed.
- The arrangement will be reviewed at the outset, and again if extended beyond , to ensure fairness and workload balance.
- Temporary responsibilities should be manageable alongside regular duties, and should not create excessive workload.
- Employees are encouraged to discuss workload concerns with their line manager (or CEO), and managers must regularly monitor the assignment to prevent overwork or burnout.
Line manager (or CEO, President and/or Board of Directors) identifies coverage needs for the absence period.
A short written proposal outlines:
- Which duties are being reassigned
- Who will take them on
- The proposed uplift (amount, duration, and justification)
CEO (or delegate, e.g. President and/or Board of Directors) approves both the coverage plan and uplift in writing before the arrangement begins, confirming:
- The temporary assignment and uplift terms
- Expected start and end dates
- Review and reversion process
The employee must be given the opportunity to review the proposed temporary responsibilities and uplift, ask questions, and discuss the arrangement with their line manager (and/or CEO, President, Board of Directors) before making a decision. Employees are not required to accept temporary additional responsibilities, and there must be no pressure or negative consequence for declining.
If the employee agrees to take on the temporary duties, both the employee and their line manager (or CEO) will sign a short written agreement confirming:
- Acceptance of the temporary assignment
- The uplift amount and duration
- Specific duties being temporarily assumed
- Confirmation of the review point and reversion process
The signed agreement will be added to the employee’s record in Rippling.
At the end of the temporary period:
- The employee returns to their normal duties and base salary.
- Any further changes must be formalized through a new written agreement or permanent reclassification.
- A short review should be conducted to ensure a smooth handover and acknowledge the employee’s contribution.
Neuromatch is committed to fair, consistent, and equitable application of this policy across all staff. The uplift is , but recognition of temporary additional work and responsibility.
If a Program Manager covers the responsibilities of a Program Director during parental leave for three months, assuming line management and budget oversight duties, they may receive a 10% uplift in base pay for that period, reverting upon the Director’s return.