Overview
Employees sometimes need to take time away from work to deal with unexpected situations involving a dependant. The law recognises this by providing specific rights to unpaid time off so that employees can manage emergencies, caring responsibilities or urgent matters involving children, partners, or vulnerable adults who rely on them. As an employer, you must understand these rights, the notice requirements, and how to manage requests fairly and consistently within your practice.
From April 6 2026, unpaid parental leave becomes a day-one right for eligible employees. This means there is no minimum service requirement, provided the employee meets the relevant eligibility conditions, such as having parental responsibility for the child. Parental leave can be used for a wide range of reasons linked to a child’s welfare, including school visits, changes in childcare arrangements, school holidays, or time spent settling a child into new routines. Employees may take up to four weeks’ leave per year for each child, up to a total of 18 weeks before the child’s 18th birthday. Unless employers agree otherwise, leave must be taken in whole weeks.
Employees must provide 21 days’ notice of their intended leave dates, and transitional arrangements apply in 2026 for those who become newly eligible as a result of the day-one change. In most cases, employers have discretion to postpone parental leave for up to six months if there is a significant business reason, although certain circumstances, such as leave taken immediately after birth or adoption, must be approved.
Employees also have the right to take time off for dependants when urgent or unforeseen situations arise, such as illness, injury, or the sudden disruption of care arrangements. This leave is usually short in duration and must be permitted without disadvantage to the employee. Clear policies and open communication help ensure that requests are handled sensitively and in line with legal requirements.