Time Off for Dependants
Employees have a statutory right to take a reasonable amount of unpaid time off work to deal with emergencies involving a dependant. This is a day-one right — no qualifying period is required. Understanding when you can use this entitlement and how to request it protects you from unfair treatment when family emergencies arise.
Key points
- The right to time off for dependants is a day-one right — no qualifying period.
- It covers unexpected or sudden emergencies only — not planned care or childcare arrangements.
- The leave is unpaid unless your employer has a more generous contractual policy.
- You cannot be dismissed or subjected to detriment for taking emergency leave for dependants.
What Does the Right Cover?
Under section 57A of the Employment Rights Act 1996, employees have the right to take a reasonable amount of time off to:
- Provide assistance when a dependant falls ill, gives birth, or is injured or assaulted
- Make arrangements for the care of a dependant who is ill or injured
- Deal with the unexpected disruption or termination of the dependant's care arrangements
- Deal with a death of a dependant
- Deal with an unexpected incident involving the employee's child during the child's school hours
The right is intended for emergencies and unexpected situations. If your usual childcare arrangements break down suddenly on the morning of a working day, you can use this right to take the time off needed to make alternative arrangements. It is not intended for ongoing care needs or planned absences.
Who Counts as a Dependant?
A dependant includes:
- A spouse, civil partner, or partner
- A child of the employee
- A parent of the employee
- A person who lives in the same household as the employee (other than as a lodger, boarder, or employee)
- Any person who reasonably relies on the employee for assistance — in particular, if the person is ill or injured
The definition is broader than immediate family — it can include a grandparent, a friend, or even a carer's client, provided they reasonably rely on the employee. The key is the element of dependency and the reasonable expectation that the employee will provide assistance in an emergency.
Notice Requirements and Pay
To exercise the right to emergency time off, you must tell your employer the reason for the absence and how long you expect to be off as soon as reasonably practicable. You do not need to give advance notice — by definition, the right covers emergencies where advance notice may not be possible.
The leave is unpaid under the statutory right. However, many employers have more generous contractual policies — for example, providing a day or more of paid emergency leave per year. Check your employment contract or staff handbook.
Your employer cannot dismiss you or subject you to any detriment for taking time off for dependants. Dismissal for this reason is automatically unfair, regardless of your length of service. Detriment could include being denied promotion, receiving a negative performance review, or being disciplined for the absence.
Frequently asked questions
How much time off for dependants am I entitled to?
Can I use this right for a planned medical appointment for my child?
My employer refused to allow me time off to deal with a family emergency. What can I do?
What to do next
- 1Read Acas guidance on time off for dependants
Acas guidance on emergency leave for dependants.
- 2Read about shared parental leave
Longer-term leave options for parents.
- 3Read about parental leave
Understand the full range of family leave entitlements.
Official bodies and resources
Advisory, Conciliation and Arbitration Service
GovernmentProvides free, impartial advice on workplace relations and employment law, and offers early conciliation before tribunal claims.
Employment Tribunal
TribunalHears claims about employment disputes, including unfair dismissal, discrimination, and unpaid wages.
HM Revenue & Customs
GovernmentResponsible for collecting taxes, paying some forms of state support, and administering national insurance.
Citizens Advice
CharityProvides free, confidential, and independent advice on a wide range of issues including benefits, housing, debt, and employment.
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