Family & Caring
Am I entitled to paid time off for family?
If you need time away from work because of a child, partner, parent or another family member, you may have a right to take time off. Whether that time off must be paid depends on the type of leave, the reason you need it and your employment arrangements.
Quick Answer
Not necessarily. There is no general right to paid time off for every family-related situation. Some types of statutory family-related leave are unpaid, while other types of leave may include statutory pay if you meet specific eligibility rules. You may also have a right to paid time off under your employment contract or your employer’s family leave, compassionate leave or other workplace policies. The first step is to identify what type of time off you need. For example, emergency time off for a dependant is generally unpaid by law, while some specific types of parental or bereavement leave may include statutory pay if you qualify. Check your contract and workplace policies, and ask your employer which type of leave may apply to your situation.
A second short paragraph can provide any essential context or immediate next steps that an employee should consider.
What This Usually Means
Different family situations can involve different types of leave, and the rules are not all the same. For example, an employee may have a right to reasonable time off to deal with an emergency involving a dependant, but this time off is not generally required to be paid by law. There are also separate types of family-related leave, such as parental leave, carer's leave, maternity, paternity, adoption, shared parental and parental bereavement leave. Some of these are unpaid, while others may include statutory pay if you meet the relevant eligibility requirements. Your employer may also offer more generous paid leave through your employment contract or workplace policies. The important question is therefore not simply whether you have a family reason for needing time off. It is which type of leave or time off applies to your situation, whether you meet the relevant conditions and whether your employer provides additional contractual benefits.
Why This Happens
Family-related time off can arise for many different reasons. You may need time away from work because:
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A child, partner, parent or another dependant is ill or has an emergency.
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You need to provide or arrange care for someone with a long-term illness, disability or care needs related to old age.
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You need to take parental leave or another type of family-related statutory leave.
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You have experienced the death of a child and may qualify for parental bereavement leave and pay.
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You need time away for a situation covered by your employer’s compassionate leave or family leave policy.
The type of situation matters because different types of leave have different rules about eligibility, notice and pay. Some statutory leave is unpaid, while other types may include statutory pay if you meet the relevant conditions. Your employer may also offer more generous contractual arrangements.
Things To Think About
Before asking for time off, consider:
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What has happened? Is this an emergency, an ongoing caring responsibility, a planned family commitment or a bereavement?
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Who needs your help or care? The relationship and circumstances may affect which type of leave could apply.
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Is the time off needed immediately? Emergency situations may be handled differently from planned time off.
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What type of leave might apply? This could include time off for dependants, carer's leave, parental leave, parental bereavement leave or another type of family-related leave.
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Is the leave paid or unpaid? Check the specific rules for the type of leave and your employer's own policies. What does your contract or workplace policy say? Your employer may offer paid family, compassionate or emergency leave in addition to statutory rights.
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How much time do you need? Be clear about whether you need a short period of emergency time off, individual days or a longer period of leave.
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What notice is required? The notice requirements vary depending on the type of leave.
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In an emergency, tell your employer as soon as reasonably possible. Keep a record of your request and any response from your employer, particularly if you are unsure whether the time off will be paid.
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Your individual employment contract terms.
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The length of your service with the employer.
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Any previous informal agreements that have been made.
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How the change affects your personal responsibilities.
Start by explaining your situation to your employer or the appropriate person at work. If you need time off because of an emergency, tell your employer as soon as possible and explain, where appropriate, how much time you expect to need. If the situation is planned or ongoing, ask which type of leave may apply and check your contract and workplace policies. Ask whether the time off will be paid, unpaid or covered by a specific statutory payment. If you believe you qualify for a particular type of statutory leave or pay, check the relevant eligibility requirements and follow the correct notice process. If your employer refuses time off that you believe you may be entitled to, or you are unsure whether the correct type of leave has been applied, ask for an explanation and keep a record of the situation. You may wish to seek appropriate professional advice if the issue is not resolved.
What Usually Happens Next
Frequently Asked Questions
Do I have a legal right to paid time off if my child is ill?
Not usually as a general rule. Employees may have a right to reasonable time off to deal with an emergency involving a dependant, but this time off is not generally required to be paid by law. Your contract or employer's policies may provide paid leave or another arrangement.
Is time off for dependants paid?
It does not have to be paid by law. Your employer may choose to pay you, and your contract or workplace policies may provide for paid time off. Check your employer's rules.
What is carer's leave and is it paid?
Carer's leave is a statutory right to unpaid leave for eligible employees who need to provide or arrange care for a dependant with a long-term care need. The right is separate from emergency time off for dependants. Your employer may provide additional paid leave, but statutory carer's leave itself is unpaid.
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Important: WorkAnswers provides general workplace information for UK employees. It is not legal advice and does not replace advice from a qualified professional. Workplace situations can depend on individual circumstances.
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