Paid and unpaid statutory time-off rights for workers
Information detailing whether you are legally obliged to pay an employee for time off.
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/ |
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.