Time off for dependants

The right covers the immediate emergency

An employee can take a reasonable amount of time off to deal with an unexpected emergency involving a dependant. The purpose is to handle the immediate problem, such as arranging care when it suddenly breaks down, responding when a dependant is injured or dealing with the immediate consequences of a death.

A dependant can be a spouse, partner, child or parent. It can also be someone living in the employee's household as a family member, but not merely a tenant, lodger, boarder or employee. Another person who reasonably relies on the employee in an emergency can also qualify. The Acas dependants guidance gives the current Great Britain scope.

Reasonable depends on what happened

There is no fixed statutory number of days for every emergency. Consider what happened, what immediate action was needed and how long it reasonably took to make further arrangements. The right does not normally cover planned care or an open-ended period providing care after the emergency has passed.

The employee should tell the employer as soon as reasonably possible why they are away and how long they expect to be off. They do not need a minimum period of service to use the right.

Pay and records

The statutory right does not require the time to be paid, although a contract or workplace policy can offer pay. Do not deduct holiday automatically or describe the absence as misconduct because it was inconvenient.

Record the dates, broad reason, notification and agreed treatment. Ask only for information needed to manage the absence. In Great Britain, current statutory Carer's Leave may cover planned unpaid care when its eligibility and notice rules are met. Northern Ireland does not currently have that equivalent statutory right: the Northern Ireland government briefing describes its introduction as a proposal. A contract or policy can still provide leave.