The Parental Bereavement Leave and Pay Act is expected to come into force in 2020. Under the act, employed parents who lose a child under aged 18 will receive 2 weeks’ paid leave.
Below, we take a look at a number of other Employee Leave types, and how they work.
Otherwise known as statutory leave, all full-time employees are entitled to 20 days paid holiday. In addition, all employees are entitled to the 8 public holidays (see below.)
Shared Parental Leave
Employees who are having a baby or adopting a child are entitled to shared parental leave. Any maternity leave the mother is entitled to must have ended first. Employees can share up to 50 weeks of leave and up to 37 weeks of pay.
All pregnant women are entitled to unto 52 weeks maternity leave, although they do not need to take all of this. The first two weeks are compulsory, and an employee must give 15 weeks notice before the due date. Statutory Maternity Pay (SMP) is 39 weeks.
Men expecting to become fathers or whose partner is adopting a child or having a baby through a surrogacy arrangement are eligible for paternity leave which can be one or two weeks. The weeks can be taken together or separately and must be taken within 56 days of the birth.
Consists of 26 weeks of ordinary paid leave entitlement and 26 weeks of additional leave. The leave can only be taken by one person. Paid time off can also be given to the employee for up to five appointments to meet with the child after being matched. Paid leave entitlement for adoption can start up to 14 days before the child starts living with the employee (for UK adoptions), on the day of arrival in the UK (for overseas adoption) or within 28 days of the arrival.
An employee is entitled to Statutory Sick Pay (SSP) after 4 or more days sick, up to 28 days. There is no entitlement to sick pay for the first 3 days. An employer can choose to pay contractual sick pay, it can’t be less than SSP and the details must be in the contract. Employees need a fit note from a GP after 7 days off sick. The note should let the employer know if the employee is either ‘not fit for work’ or ‘may be fit for work’. Being ill just before or during annual leave means that the paid holiday can be replaced with sick leave.
Full time employees are entitled to 8 paid public holidays. An employer can require an employee to work on a public holiday entirely at their discretion. There is no automatic right for an employee to be given leave on a public holiday. However, if the employee is required to work on a public holiday, they must be entitled to take an alternative day as paid leave in accordance with the normal arrangements for booking annual leave.
Time Off for Dependents
Employees should be able to take reasonable time off to deal with an emergency that involves a dependent of theirs. A dependent can be a member of the employee’s family (spouse, children, parent or grandchild) who requires full-time care. There are no limits on how many times you can take time off for organising care for dependents. You may want to talk to your employee if you think time off is affecting their work. There is no entitlement to paid time off for dependents.