Researchers are recruited, employed and managed under conditions that recognise and value their contributions


Provision of good employment conditions for researchers has positive impacts on researcher wellbeing, the attractiveness of research careers, and research excellence.

This Principle recognises the importance of fair, transparent and merit-based recruitment, progression and promotion, effective performance management, and a good work-life balance. All stakeholders need to address long-standing challenges around insecurity of employment and career progression, ensuring equality of experience and opportunity for all, irrespective of background, contract type and personal circumstances.

Managers of researchers must:

  1. Undertake relevant training and development opportunities so that they can manage researchers effectively and fulfil their duty of care.
  2. Familiarise themselves, and work in accordance with, relevant employment legislation and codes of practice, institutional policies, and the terms and conditions of grant funding.
  1. Commit to, and evidence, the inclusive, equitable and transparent recruitment, promotion, and reward of researchers.
  1. Actively engage in regular constructive performance management with their researchers.
  2. Engage with opportunities to contribute to relevant policy development within their institution.

View the Concordat Principles in full, including the other stakeholder responsibilities.