Millions of workers in the UK may not know they’re entitled to additional time off work, aside from their annual leave. This news could bring relief to many, particularly parents and caregivers who are balancing work responsibilities with family commitments. Understanding your working rights to parental leave can make a significant difference in managing both personal and professional lives effectively.
Unpaid Parental Leave: What You Need to Know
Parents and caregivers who work are eligible to take unpaid parental leave to look after their child’s welfare. This could be for various reasons, such as spending more time with their kids or exploring new school options. Importantly, all employment rights are protected during parental leave, ensuring job security while you focus on family matters.
Entitlement and Duration
You’re entitled to 18 weeks’ leave for each child, up to their 18th birthday. However, there are limitations on how this leave can be taken:
- You can take a maximum of four weeks of parental leave in a year, per child, unless your employer agrees otherwise.
- Parental leave must be taken in whole weeks rather than individual days, unless your boss agrees otherwise or if your child is disabled.
- A “week” is classed as the amount of time an employee normally works over seven days.
It’s important to note that parental leave applies to each child and not a parent’s job, so you cannot carry leave over if you change employers.
Eligibility Criteria
To be eligible for parental leave, you need to have been working for a company for more than a year. Additionally, you must be named on the child’s birth or adoption certificate or otherwise have parental responsibility. The child must be under 18, and foster parents are not eligible unless they have secured parental responsibility through the courts.
Employers have the right to ask for proof, such as the child’s birth certificate. Workers must give at least 21 days’ notice before their intended start date. If you or your partner are expecting a baby or adopting, the notice period is 21 days before the week the baby or child is expected.
Employer’s Role and Responsibilities
While employers cannot refuse parental leave requests, they can postpone them if the dates would cause “serious disruption to the business”. In such cases, the employer must explain why the leave has been delayed in writing within seven days of the original request. Additionally, they must suggest a new start date within six months of the requested start date.
This system ensures that while employees have the right to take leave, businesses also have the flexibility to manage workforce requirements effectively.
The Workers Union Says…
“Understanding and utilizing parental leave rights can significantly enhance the work-life balance for parents and caregivers. This provision supports the welfare of children and allows parents to fulfil their responsibilities without compromising their professional obligations.
Employers are encouraged to facilitate these rights, recognizing the long-term benefits of a supportive and flexible work environment. The Workers Union encourages its members by staying informed and proactive, workers can ensure they make the most of these entitlements.”
