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Family Leave Policy

Policy Statement

{{org_field_name}} recognises the contribution of all its employees and also understands that at some stages during their working lives employees may find it difficult to fulfil domestic, family and work commitments due to their responsibilities. {{org_field_name}} recognises the anxiety this may cause and aims to offer practical help through its family leave arrangements.

The service’s family leave policy complies with its statutory obligations under the Employment Rights Act 1996, the Work and Families Act 2006, and the Flexible Working Regulations 2014 and the Employment Relations (Flexible Working) Act 202.

Procedure

Compassionate leave

1. Employees will be entitled to 3 days’ unpaid compassionate leave when a member of their immediate family dies, is seriously ill or in severe distress. For the purpose of this provision, “immediate family” means spouse, civil partner or partner, parent, parent-in-law, brother, sister, grandparent, child, grandchild and step relations or relations in these categories.
2. Additional days’ unpaid leave, to a maximum of 7 days may be granted at the discretion of {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} (Registered Manager).
3. Employees should contact {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} as soon as possible if they need to make use of this provision.

Carer’s leave

1. While there is no statutory entitlement to time off work to care for someone who is not a dependant, nor for situations that can be foreseen (such as a child’s hospital appointment), {{org_field_name}} recognises that employees may need to take time off work to care for a close friend or relative and will grant up to 7 days’ unpaid leave in such circumstances. Reasons why employees may require carer’s leave include:
   a. caring for a close friend or relative who is sick
   b. taking a child to a non-emergency appointment, eg to attend a doctor or dentist appointment.
2. In order to take carer’s leave employees must complete a Request for Carer’s Leave Form, stating the reasons why leave is required.
3. Carer’s leave is available to employees with over 3 months’ continuous service.
4. Carer’s leave is only for genuine situations where employees are required to provide care. Employees should not view carer’s leave as additional holiday and {{org_field_name}} reserves the right to refuse an application for carer’s leave.

Further information as to eligibility is found in {{org_field_name}}’s Flexible Working policy.

Time off for dependants

1. Employees have a statutory right to take unpaid time off to provide assistance or take appropriate action to deal with an emergency concerning a dependant.
2. A dependant is a spouse, partner, civil partner, parent, child or any other person who lives in the same household as the employee but is not a lodger, employee or boarder, or may be any other person who relies on the employee for care, eg an elderly neighbour.
3. Examples of when an employee may take time off in an emergency include a dependant being taken suddenly ill, the death of a dependant or existing arrangements for the care of a dependant being unexpectedly disrupted.
4. Employees should note that in order to take time off work to care for a dependant, the situation must have been unforeseen.
5. A reasonable amount of time off work can be taken under this category of leave, of an amount sufficient for the employee to deal with the emergency (eg to arrange for care for the dependant — normally not more than one or two days). Time off for dependants cannot be used to provide long-term care.
6. Employees who need to take time off for dependants should inform their manager as soon as is reasonably practicable of the reason for their absence and how long they expect to be away from work.

Training

{{org_field_name}} will ensure that staff understand its policy on applying for and granting family leave, and that its managers know how to implement it.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}

Reviewed on: {{last_update_date}}

Next Review Date: {{next_review_date}}

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