Allowing time off work

Paid and unpaid statutory time-off rights for workers

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

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 maternity, paternity, adoption and parental leave.