Unpaid Leave in the UK: A Detailed Guide
Written by: Rinaily Bonifacio
Last updated: 16 November 2023
Table of contents
What is unpaid leave?
Unpaid leave is a period of time that an employee takes off from work without receiving any pay from their employer. It is different from paid time off, such as vacation days or sick leave, where the employee continues to receive their regular salary or wages while they are away from work.
The primary statutory entitlement to unpaid leave under the Employment Rights Act 1996 applies to employees and workers in all sectors on an indefinite contract or one lasting a year or more. Workers on shorter-term contracts may be eligible only if they have been employed for more than six months and less than a year.
What are the reasons for unpaid leave in the UK?
Unpaid leave can be taken for a variety of reasons, such as:
- To care for a sick or elderly family member
- To volunteer or pursue a personal project
- To travel or take a sabbatical
- To attend school or training
- To deal with unforeseen personal or family circumstances
Employees who are considering taking unpaid leave should check with their employer to see if there are any restrictions on unpaid leave and to make sure that they understand the implications of taking unpaid time off.
How much unpaid leave can UK employees take?
There is no legal limit on how much unpaid leave UK employees can take. However, employers are not required to grant unpaid leave requests. Employees should always check their employment contract or company policy to see if there are any restrictions on unpaid leave.
In addition to the legal entitlement to unpaid parental leave, there are a number of other circumstances in which employees may be able to take unpaid leave, such as:
- To attend jury service
- To carry out public duties
- To undertake training or education
- To deal with bereavement or other compassionate leave
- To take part in voluntary work
- To move house or get married
The importance of allowing unpaid leave
There are a number of reasons why it is important for employers to allow unpaid leave.
- It is good for employees. Unpaid leave can help employees to maintain a good work-life balance and to deal with unforeseen personal or family circumstances. This can lead to happier, more productive employees.
- It is good for employers. Unpaid leave can help employers to attract and retain top talent, to boost employee morale and engagement, and to create a more positive and supportive work environment.
- It is the right thing to do. Employers have a responsibility to support their employees and to provide them with the flexibility they need to balance their work and personal lives.
Benefits of unpaid time off
Unpaid time off can benefit both employees and employers. For employees, unpaid time off can provide the flexibility to:
- Care for a sick or elderly family member
- Volunteer or pursue a personal project
- Travel or take a sabbatical
- Attend school or training
- Deal with unforeseen personal or family circumstances
For employers, unpaid time off can:
- Boost employee morale and productivity
- Reduce employee turnover
- Improve employee engagement and loyalty
- Attract and retain top talent
- Create a more positive and supportive work environment
Tips for HR leaders in handling unpaid leave
Employers should keep the following things in mind for unpaid leave:
- Have a clear policy in place. The policy should outline the company's process for requesting and approving unpaid leave, as well as any restrictions on unpaid leave.
- Be fair and consistent in applying the policy. Employers should treat all employees fairly and consistently when considering requests for unpaid leave.
- Be mindful of the employee's rights. Employers should be aware of the employee's rights under the law, such as the right to return to the same or equivalent job at the end of their unpaid leave.
- Communicate with the employee. Employers should communicate with the employee throughout the unpaid leave process. This includes providing regular updates on the status of their request and answering any questions they may have.
- Be flexible. Employers should be willing to work with employees to find a solution that works for both parties. This may involve granting unpaid leave in shorter increments, or allowing the employee to work remotely while on unpaid leave.
- Consider the employee's needs. When considering a request for unpaid leave, employers should consider the employee's individual needs and circumstances. For example, an employee who is requesting unpaid leave to care for a sick child may be more likely to be granted unpaid leave than an employee who is requesting unpaid leave to take a vacation.
- Be understanding. Employers should be understanding of the employee's reasons for requesting unpaid leave. Even if the employer does not approve the request, they should be respectful of the employee's situation.
- Consider the impact on the business. Employers should also consider the impact of unpaid leave on the business. For example, if multiple employees are requesting unpaid leave at the same time, it may be difficult to maintain operations.
However, employers should also weigh the benefits of allowing unpaid leave, such as improved employee morale and engagement.
By following these tips, employers can create a fair and consistent policy for unpaid leave, and they can communicate effectively with employees who are requesting unpaid leave.
Frequently Asked Questions
Unpaid parental leave is unpaid leave that an employee can request to care for a child in their family.
This can include time off to give birth, adopt a child or care for a sick or elderly family member. Under UK law, employees are entitled to 18 weeks of paid statutory maternity leave plus additional unpaid parental leave.
In most cases, an employer cannot require an employee to take unpaid leave. In the UK, employers must provide their employees with a minimum amount of paid annual, sick, and parental leave, as outlined in the Working Time Regulations.
However, an employer can request an employee to take unpaid leave, and the employee can accept or refuse this request.
In some circumstances, an employer may require an employee to take unpaid leave due to a company downsizing or restructuring. This can include layoffs or a reduction in hours. In this case, the employer must follow specific procedures, such as consulting with employees and providing notice, but they are not required to pay employees during this time.
It's important to note that an employer should always consider the impact of unpaid leave on the employee and their family before requesting or requiring unpaid leave.
An employee forced to take unpaid leave may face financial difficulties and consider it discrimination. Employers should also be aware of their obligations under the Equality Act 2010, which prohibits discrimination based on various protected characteristics, including age, disability, sex, and pregnancy.
Unpaid leave is an essential issue in the UK, and there are specific laws that employers must adhere to when granting unpaid leave.
The Employment Rights Act 1996 states that employees have a right to take reasonable unpaid leave for specified reasons, such as caring for dependents or attending medical appointments.
Employers must also ensure that any unpaid absences do not lead to discrimination against their employees based on sex, race, disability, or any other protected characteristic. It is, therefore, important for employers to be aware of their legal obligations when it comes to granting unpaid leave.
The amount of unpaid leave employers can grant their employees depends on the individual situation. Still, generally speaking, most employers are required to provide a minimum of one week's notice for any planned absence.
In addition, employees can take up to four weeks of unpaid leave each year for family and medical reasons. This includes parental or compassionate leave, which can be taken when a family member is ill or dies.
However, the amount of unpaid leave that employers can provide goes beyond these basic requirements. Some organizations may have policies in the handbook which outline additional rights and entitlements for employees to take time off without pay. This could include time off for school events, bereavement leave, or caring for a partner or elderly relative.
In the UK, parents are legally entitled to take up to 18 weeks of unpaid family leave per year. This includes parental leave and additional paternity or adoption leave. Parents can also take compassionate leave in certain circumstances, such as if their child is seriously ill.
Useful Read: What is Statutory Paternity Pay in the UK? A Guide
Under the Shared Parental Leave (SPL) regulations, parents of babies born or placed for adoption on or after 5 April 2015 are eligible to share up to 50 weeks of leave and 37 weeks of pay. The SPL is designed to give parents more flexibility when taking time off work, allowing them to take the exit separately or simultaneously.
Typically, annual leave does not accrue while an employee is on unpaid leave. However, employers may allow their employees to take paid or unpaid holiday leave during their period of absence. Employers must clarify this in the employee handbook before reaching any agreement.
According to the Employment Rights Act 1996, employees in the UK are legally entitled to take up to four weeks of unpaid leave each year.
This is usually referred to as 'parental leave' and applies if you have a child aged 18 or younger living with you or are expecting a baby.
Employees also have the legal right to take unpaid leave for specific purposes, such as attending a funeral or looking after a sick relative.
Employees on unpaid leave are legally entitled to their usual terms and conditions of employment, including benefits such as annual leave, sick pay, and pension contributions.
They also have the right to return to their job at the end of their leave period in the same or equivalent role without detriment to their working conditions.
If a job is no longer available, employers must make reasonable efforts to find the employee an alternative role.
No. Unless there is a contractual arrangement between the employer and employee, forcing an employee to take unpaid leave would constitute constructive dismissal under UK law. Employers should discuss any requests for unpaid leave with employees before taking action.
Unpaid bereavement leave, also known as compassionate leave, is time off work granted by an employer to allow employees to attend funerals and arrange the affairs of those close to them who have recently died.
In the United Kingdom, employers are not legally required to offer this type of leave, but many do it out of respect for their employees.
Bereavement leave is usually taken in blocks of 1-5 days. It should be used for arranging funeral arrangements, attending the service or memorial, dealing with legal issues (for example, probate), making travel arrangements, notifying other family members, and sorting out the deceased's papers.
Yes, an employer can legally refuse a request for unpaid leave. However, they must provide a reasonable explanation as to why the rest has been denied.
Employees who feel their leave has been unfairly refused should contact their employer in writing and explain their concerns. Employees may also wish to take legal advice if they are unsatisfied.
Employers are not obliged to pay workers for days taken as unpaid leave, so the employee's salary will usually be deducted accordingly.
This is often done in one lump sum after the period of absence has been completed. For example, if an employee takes five days off work due to bereavement and their regular salary is £1000 per month, then their monthly salary would be calculated as £900.
Rinaily is a renowned expert in the field of human resources with years of industry experience. With a passion for writing high-quality HR content, Rinaily brings a unique perspective to the challenges and opportunities of the modern workplace. As an experienced HR professional and content writer, She has contributed to leading publications in the field of HR.
Please note that the information on our website is intended for general informational purposes and not as binding advice. The information on our website cannot be considered a substitute for legal and binding advice for any specific situation. While we strive to provide up-to-date and accurate information, we do not guarantee the accuracy, completeness and timeliness of the information on our website for any purpose. We are not liable for any damage or loss arising from the use of the information on our website.
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