This policy relates to emergency situations involving dependants. It explains the right to take time off to manage unexpected or sudden problems relating to a dependant and make any necessary longer-term arrangements. There are separate policies relating to Compassionate Leave and Domestic Emergencies.
Circumstances in which right to time off for dependants applies
All employees (irrespective of length of service, and whether they are part time or full time) are entitled to take a reasonable amount of unpaid time off to take necessary action:
- to provide assistance when a dependant falls ill, gives birth or is injured or assaulted;
- to make arrangements for the provision of care for an ill or injured dependant;
- in consequence of the death of a dependant;
- because of the unexpected disruption or termination of arrangements for the care of a dependant;
- to deal with an incident that involves their child and occurs unexpectedly while the child is at school/other educational establishment.
For the purposes of this policy, a dependant is:
- a spouse;
- a civil partner;
- a child;
- a parent;
- a person who lives with the employee other than as their employee, tenant, lodger or boarder;
- any other person who would reasonably rely on the employee for assistance if they fell ill or was injured or assaulted, or who would rely on the employee to make arrangements for the provision of care in the event of illness or injury; or
- in relation to the disruption or termination of care for a dependant, any other person who reasonably relies on the employee to make arrangements for the provision of care.
Procedure
If you need to take time off for dependants you should contact your line manager at the earliest opportunity. If you become aware of an emergency situation while at work, you should immediately speak to your line manager about leaving work early. You should explain:
- the reason for the absence; and
- how long you expect to be absent from work.
If your line manager is unavailable, please speak to an equivalent or more senior manager and then contact your line manager as soon as possible. While you are absent you should keep in reasonable contact with your manager and if there is any change in your anticipated return date you must let them know as soon as possible.
How much time off can be taken?
The right to time off for dependants will, in most cases, be upto one week per year. You must actively seek alternative longer-term arrangements for the care of a dependant as soon as possible after the emergency occurs.
If you need to care for a dependant in circumstances falling outside the provisions of this policy, it may be helpful for you to consider a request for flexible working (please see our flexible working policy) but there are no guarantees that a request can be accommodated.
Pay
At our discretion, you will receive full pay for up to two days of dependants leave per annum; thereafter dependants leave will be unpaid.
If after two days you are unable to make alternative arrangements, you must contact your manager and explain why further absence is required. If further time off no longer qualifies as time off for dependants, it is at our absolute discretion whether or not to grant annual leave or discretionary unpaid leave at short notice.
Providing false information
Please be aware that if you knowingly provide false information in relation to taking time off for dependants, this may be treated as a disciplinary matter which could potentially amount to gross misconduct.