Time Off for Dependants Policy Template for UK Businesses
A time off for dependants policy covers the statutory right of employees to take a reasonable amount of unpaid time off to deal with emergencies involving their dependants. Under section 57A of the Employment Rights Act 1996, this right applies from day one of employment and covers situations such as illness, injury, assault, or death of a dependant, unexpected disruption to care arrangements, or incidents involving a dependant child at school. The amount of leave must be 'reasonable' — typically enough time to deal with the immediate emergency and make alternative arrangements.
Who Needs This Policy?
All UK employers must allow time off for dependants under section 57A of the Employment Rights Act 1996. The right applies to all employees from day one — there is no qualifying period. A 'dependant' is defined broadly to include a spouse, civil partner, child, parent, or anyone who lives in the same household (other than a tenant, lodger, or employee) or who reasonably relies on the employee for care. There is no employer size exemption.
What's Covered
This time off for dependants policy template covers 10 key sections:
Purpose
This policy explains the statutory right of employees to take reasonable time off work to deal with unexpected or emerge...
Scope
This policy applies to all employees of [your details] from their first day of employment. There is no minimum length of...
Policy Statement
[your details] will allow employees to take reasonable unpaid time off to deal with genuine emergencies involving a depe...
Circumstances Covered
Employees may take time off for dependants in the following circumstances, as set out in section 57A of the Employment R...
How Much Time Off
The law does not specify a fixed amount of time off. The amount of time must be reasonable in the circumstances. In most...
Notification Requirements
Employees must notify their line manager (or, if they are unavailable, HR) as soon as reasonably practicable that they n...
Pay During Time Off
The statutory right to time off for dependants is unpaid. [your details] [your details]. Employees who need extended ti...
Roles and Responsibilities
is responsible for: - Ensuring all employees are aware of their right to time off for dependants - Ensuring no employee...
Related Policies
This policy should be read alongside the following policies: - Parental Bereavement Leave Policy - Parental Leave Polic...
Review
This policy will be reviewed annually, or sooner if there are changes to legislation or government guidance. The next sc...
Legal Framework
This policy template is grounded in the following UK legislation and guidance:
- Employment Rights Act 1996, s.57A
- Employment Relations Act 1999
- Qua v John Ford Morrison Solicitors [2003] ICR 482 (EAT guidance on scope of the right)
How Complaiance Helps
Our time off for dependants policy goes beyond a generic template:
- Covers all qualifying circumstances including illness, injury, care disruption, and school incidents
- Clear guidance on what constitutes 'reasonable' time off with practical examples
- Notification requirements balancing the need for prompt communication with emergency flexibility
- Cross-references to carer's leave for situations involving ongoing rather than emergency care
Generate Your Time Off for Dependants Policy Now
Answer a few questions about your business and get a customised, legally compliant time off for dependants policy in minutes.
Get Started FreeFrequently Asked Questions
Is time off for dependants paid or unpaid?
Time off for dependants under section 57A of the Employment Rights Act 1996 is unpaid. However, some employers choose to offer paid dependant leave as part of their benefits package. The unpaid leave is separate from annual leave, and employers cannot require employees to use annual leave instead. If the employer dismisses or subjects the employee to a detriment for taking dependant leave, this is automatically unfair.
How much time off can an employee take for a dependant emergency?
The legislation does not specify a fixed amount. The employee is entitled to take a 'reasonable' amount of time to deal with the unexpected event and make necessary arrangements. In most cases, 1-2 days is sufficient. The leave is not intended to provide extended care — for longer-term caring needs, carer's leave under the Carer's Leave Act 2023 or annual leave may be more appropriate.
Who counts as a dependant?
Under the ERA 1996, a dependant includes: the employee's spouse or civil partner, child (including adopted), parent, a person who lives in the same household as the employee (other than a tenant, lodger, boarder, or employee), or any person who reasonably relies on the employee for assistance when ill or injured, or to make arrangements for care. The definition is deliberately broad to cover a wide range of family and household relationships.