Time off for dependants: leaving work in an emergency

Life does not always give warning: a child suddenly falls ill, an elderly parent is taken to hospital, a childminder drops out at the worst moment. For these situations, employees in the UK have a legal right — time off for dependants — to deal with an emergency.

Who counts as a dependant?

The term covers a spouse or partner, a child, a grandchild, a parent, and anyone who relies on you for care. So it is not only close relatives: if someone depends specifically on your help, they can count as your dependant.

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When can you take the time off?

The right is for unexpected, emergency situations. The classic GOV.UK example: if your child suddenly falls ill, you can take time off to see a doctor and arrange care. Importantly, the time off is to handle the situation and make arrangements, not to provide long-term care yourself: the law gives a 'reasonable' amount of time, depending on the circumstances, with no set limit.

You cannot use this right for something you knew about in advance — for example a planned hospital appointment for your child. For that, another kind of leave, such as parental leave, may apply.

How often, and is it paid?

There is no limit on how many times you can use it, though your employer may talk to you if it noticeably affects your work. Pay is not guaranteed: an employer may pay for the time but does not have to — it depends on your contract, staff handbook or company policy. Check these in advance so you know your terms.

How do you arrange it?

Tell your employer as soon as possible — what has happened and roughly how much time you will need. If time off for dependants is refused, an employer may offer compassionate leave, paid or unpaid depending on policy. It is also worth knowing about the newer right to carer's leave for people who regularly care for someone with long-term needs — that is about planned caring, not an emergency.

What if your employer punishes you for it?

The right to time off for dependants is protected by law: a worker must not be treated unfairly or dismissed for using it. If you are penalised — losing a bonus, being moved to worse terms, or being dismissed specifically for taking this time — that may be unlawful, and an employment tribunal can consider it. Raise the matter internally first through the grievance procedure, and for free advice on your rights you can contact Acas. It helps to note the dates and the fact that you told your employer promptly: that will matter if it comes to a dispute.