Jury service

A summons is not an ordinary leave request

An employer must allow someone the time off required for jury service. The employee should show the summons promptly and keep the employer updated when the court confirms whether and when attendance is needed.

Do not deduct the absence from annual leave or apply the ordinary “reasonable time off” test used for some public duties. The GOV.UK employer guide also protects the employee from discrimination or dismissal because they attend.

Decide pay before the court form is completed

Employers do not generally have to pay normal wages during jury service unless the contract or policy provides for it. The court system may pay limited loss-of-earnings and expense allowances when pay is reduced or stopped. The process and allowances differ across England and Wales, Scotland and Northern Ireland, and can change.

Tell the employee whether normal pay will continue, be reduced or stop, and complete any employer certificate accurately. Use the current court instructions rather than copying allowance figures into a policy. Scotland's position is summarised by mygov.scot, while nidirect covers Northern Ireland.

The court decides whether attendance can change

If the absence would seriously harm the business, the employer can support the employee in applying to the court to defer attendance or be excused, using the process for that jurisdiction. Scotland uses an excusal process described by the Scottish Courts and Tribunals Service. The employer cannot cancel the summons or decide that the person need not attend, and the court may refuse the application.

Plan cover around the information available and accept that the duration may be uncertain. Keep only the summons, attendance updates, pay decision and documents needed for the absence. Do not ask the employee to discuss confidential details of a case.