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Time off for Dependants Leave

The Family Leave Policies encompasses a wide range of policies, including the employee benefits, obligations and arrangements for Time off for Dependent's Leave. The time off work entitlement to deal with unforeseen matters and emergencies for a dependent, and when circumstances mean that the time off is not covered by the Special Leave provisions.

Link to Time off for Dependants Policy

Benefits and Obligations

There are certain employee benefits and employer and employee obligations which apply across all Family Leave Policies. 

Please see the Family Leave Policies - Benefits and Obligations page for more information. 


Definitions

Please see the Family Leave Policies - Definitions page for a full list of definitions applicable to all included policies.


Contents

ESC recognises that there are times when unexpected circumstances arise which require employees to take time off work. In most of such circumstances, employees will want to consider applying for Special Leave. Further information can be found in the Special Leave Policy.

Where such circumstances involve a dependant and are not covered by the Special Leave Policy, they are covered by the Time Off for Dependants Policy.  In line with statutory requirements, this policy states that all employees, regardless of their length of service, are entitled to a reasonable period of unpaid time off work to deal with an unexpected or sudden emergency involving a dependant and to make necessary longer-term arrangements.

ESC recognises that it is difficult to define what is ‘reasonable’ as it will depend upon the circumstances in each individual case.  However, for example, if a child falls ill, the leave should be enough to help the employee cope with the crisis – to deal with the immediate care of the child, visiting the Doctor if necessary, and to make longer term care arrangements.  It does not mean that the employee may take two weeks’ leave to look after a sick child, although they may be able to take additional leave as part of their annual holiday entitlement.

In most cases, the amount of leave will be one or two days at the most, but this will depend on individual circumstances. Employees should discuss this with their line manager. 

Employees should note that this leave is for unexpected or sudden problems or emergencies to give the employee time to deal with the immediate situation and make arrangements for any longer-term impact of the emergency. Examples could include:

  • if a dependant falls ill or has been involved in an accident or assaulted, including where the victim is hurt or distressed
  • to make longer-term care arrangements for a dependant who is ill or injured 
  • to deal with an unexpected disruption or breakdown in care arrangements for a dependant;
  • when the childminder fails to turn up or school is closed at unexpected short notice;
  • to deal with an incident involving the employee’s child during school hours such as an accident or suspension
  • to provide assistance on an occasion when a dependant gives birth 

Employees should note that ESC considers that the following do not constitute an emergency:

  • following an initial emergency, once it is known that a dependant suffers from a condition that is likely to result in relapses, the relapses no longer fall within the scope of this policy 
  • hospital, or other appointments, that are known about in advance (please see the Carer's Leave page for the provision planned care)

 

Definition of a Dependant

A dependant is the partner, child or parent of the employee, or someone who lives with the employee as part of their family. For example, this could be an elderly aunt or grandparent who lives in the household.  It does not include tenants or boarders living in the family home, or someone who lives in the household as an employee, for example, a live-in housekeeper.

In cases of illness, injury, or where care arrangements break down, a dependant may also be someone who reasonably relies on the employee for assistance.  This may be where the employee is the primary carer or is the only person who can help in an emergency.

Employees should note that any time off taken under this policy will normally be without pay.

Notifying ESC

Employees are required to tell their line manager as soon as possible about their absence, the reason for it and how long they expect to be away from work. ESC recognises that, given the nature of the absence, there may be times when employees are prevented from advising their line manager of the reason for the absence, prior to their return to work. Employees should refer to the Absence policy in respect of absence notification procedures.

ESC will ensure that an employee will not be subjected to a detriment, disadvantage, unfair treatment or dismissal because of absence on Time Off for Dependants leave. Please refer to the Equality, Diversity and Inclusion policy.

Employees should be aware that where there is any suspicion that a claim has been made fraudulently, this will be investigated in line with the Disciplinary Policy and, if found to have occurred, may be subject to Disciplinary measures.

A full policy Impact Assessment and details of policy version control can be found within the Family Leave Policies  page.