Allowing time off work

Paid and unpaid statutory time-off rights for workers

Guide

The table below shows whether you are legally obliged to pay an employee or worker for time off due to a particular reason.

Reason for the time off	All workers or employees only?	Statutory or discretionary?	Must the time off be paid?
Annual leave - 5.6 weeks	All workers	Statutory	Yes
Bank and public holidays *	All workers	Discretionary	No, unless it is part of the minimum statutory annual leave entitlement
Training/continuing education for 16-18 year olds	Employees only	Statutory	Yes
Training to be, and working as, a representative of employee safety	Employees only	Statutory	Yes
Training to be, and carrying out duties as, a pension scheme trustee	Employees only	Statutory	Yes
Training for, and carrying out, trade union duties, including as a union learning and union safety representative	Employees only	Statutory	Yes
Carrying out trade union activities	Employees only	Statutory	No
Training for, and carrying out duties as, a union representative	Employees only	Statutory	Yes
Accompanying a colleague at a disciplinary/grievance/ flexible working request	All workers	Statutory	Yes
Carrying out duties as an employee representative in a collective redundancy situation - including making arrangements to be elected and training as such a representative	Employees only	Statutory	Yes
Carrying out duties as an employee representative in a Transfer of Undertakings (Protection of Employment) (TUPE) transfer situation - including making arrangements to be elected and training as such a representative	Employees only	Statutory	Yes
Carrying out duties as a negotiating representative or information and consultation representative	Employees only	Statutory	Yes
Jobhunting/training when being made redundant	Employees only	Statutory	Yes
Carrying out duties as a member of a special negotiating body or European works council, or an information and consultation representative - including making arrangements to be elected as such a member or representative	Employees only	Statutory	No
Suspension from work on medical grounds	Employees only	Statutory	Yes, for employees with at least one month's service, and for a maximum of six months
Suspension from work on maternity grounds	Employees only	Statutory	Yes
Emergencies involving a dependant	Employees only	Statutory	No
Maternity leave (52 weeks)	Employees only	Statutory	Yes (39 of the 52 weeks - subject to certain qualification criteria) **
Paternity leave (single block of one or two consecutive weeks - subject to certain qualification criteria)	Employees only	Statutory	Yes - subject to certain qualification criteria **
Adoption leave (52 weeks - subject to certain qualification criteria)	Employees only	Statutory	Yes (39 of the 52 weeks - subject to certain qualification criteria) **
Parental leave (subject to certain qualification criteria)	Employees only	Statutory	No
Parental bereavement leave	Employees only	Statutory	Yes, subject to certain qualification criteria
Antenatal care	Employees only	Statutory	Yes
Compassionate leave, eg to attend the funeral of a non-dependant	All workers	Discretionary	No
Visiting a sick relative	All workers	Discretionary	No
Moving house	All workers	Discretionary	No
Religious observance	All workers	Discretionary	No - but avoid discrimination on the grounds of religion/belief
Carrying out public duties, eg as a magistrate, school governor, or member of a local authority	Employees only	Statutory	No
Jury service	All workers	Statutory	No
Territorial Army and reservist training	All workers	Discretionary	No
Active duty as a reservist	All workers	Discretionary	No
Extended leave/sabbatical	All workers	Discretionary	No

* You must set out arrangements for working on public and bank holidays in each worker's written statement of employment particulars, including whether or not time off on such days will be paid or unpaid. See the employment contract.

** You can claim most or all of this statutory payment back from HM Revenue and Customs - see statutory leave and pay entitlements.

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