Jobs & Business

Emergency time off when family needs you

Q: When you can take it?

The law gives a right to a reasonable amount of time during working hours where it is necessary to:help when a dependant falls ill, is injured or assaulted, or gives birth;arrange care for a dependant who is ill or injured;deal with the death of a dependant;cope with an unexpected breakdown in care arrangements (for example a carer who does not turn up);deal with an unexpected incident involving your child at school or another educational establishment.The law makes clear that illness or injury includes mental illness or injury.

Q: What you must do?

Tell your employer the reason as soon as reasonably practicable and how long you expect to be away. If you cannot tell them beforehand, you give the reason after you return.

If a dependant is ill, injured or there is another emergency, you have a right to reasonable time off — from day one. We explain who counts and what to tell your employer.

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If something happens to someone close to you, you have a legal right to emergency time off. It is set out in section 57A of the Employment Rights Act 1996. It does not depend on length of service — it applies from day one.

When you can take it

The law gives a right to a reasonable amount of time during working hours where it is necessary to:

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help when a dependant falls ill, is injured or assaulted, or gives birth;
arrange care for a dependant who is ill or injured;
deal with the death of a dependant;
cope with an unexpected breakdown in care arrangements (for example a carer who does not turn up);
deal with an unexpected incident involving your child at school or another educational establishment.

The law makes clear that illness or injury includes mental illness or injury.

Who counts as a 'dependant'

A spouse or civil partner, a child, a parent, and anyone living in the same household (other than an employee, tenant, lodger or boarder). In emergencies of illness or care, a dependant also includes anyone who reasonably relies on you for help.

What you must do

Tell your employer the reason as soon as reasonably practicable and how long you expect to be away. If you cannot tell them beforehand, you give the reason after you return.

Key limits

This is a right to emergency, short time off to deal with the situation and arrange care — not to provide long-term care yourself. The law does not require this time to be paid; pay depends on your contract and employer policy. Longer care has separate rights (such as carer's leave). You must not be dismissed or penalised for using this right.

Source: section 57A of the Employment Rights Act 1996. Checked 25 October 2026.

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Published 25 October 2026, 17:43 2 min read Editorial desk of the British newspaper ONLYWAY NEWS - LONDON - UK

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