Dependants Leave

Everyone is entitled to take a reasonable amount of time off during working hours to take necessary action:

• to provide assistance when a dependant falls ill, gives birth or is injured or assaulted;

• to make arrangements for the provision of care for an ill or injured dependant;

• in consequence of the death of a dependant;

• because of the unexpected disruption or termination of arrangements for the care of a dependant; and

• to deal with an incident that involves your child and occurs unexpectedly while your child is at school/other educational establishment.

A dependant is:

• your spouse;

• your civil partner;

• your child;

• your parent;

• a person who lives with you but is not your employee, tenant, lodger or boarder;

• any other person who would reasonably rely on you to make arrangements for the provision of care in the event of illness or injury; or

• in relating to the disruption or termination of care for a dependant, any other person who reasonably relies on you to make arrangements for the provision of care.

If you become aware of an emergency situation while at work, you should immediately speak to your Line Manager about leaving work early.

When contacting your Line Manager, you should explain the reason for your absence and how long you expect to be absent from work. If your Line Manager is unavailable, you should speak to an equivalent or more senior manager. If you are unable to contact your manager before taking time off for a dependant, you should contact your manager as soon as possible.

If your anticipated date of return to work changes, you must inform your Line Manager as soon as possible.

If you knowingly provide false information in relation to taking time off for dependants, this may be treated as a disciplinary matter.

In most cases, you can take one to two days dependant leave. All dependant leave will be unpaid.

You should seek alternative longer-term arrangements for the care of a dependant as soon as possible after the emergency occurs.

If you are unable to make alternative arrangements, you should contact your Line Manager and explain why further absence is required. If further time off no longer qualifies as time off for dependants, it is at absolute Company discretion whether or not to grant unpaid leave at short notice.

If you fail to return to work following a period of time off for dependants, this may be treated as a disciplinary matter.

If you need to care for a dependant in circumstances falling outside of the right to take time off for dependants, please see Flexible Working.