Enough is enough
I can’t go on, I can’t go on no more no;
Enough is enough
I want him out, I want him out that door now
Are you being too soft with your team members?
“Oh by the way Betty, I’m not working Wednesday as I have no childcare so will need to take the day off as a parental leave, as I have used all of my annual leave days’, thanks”.
Well Enough is Enough!
As an employer you have the right to refuse unpaid leave, if as a employer you cannot accommodate it. Don’t feel that because an employee says it childcare related you cannot decline the request if the needs of the business mean that you cannot approve it.
Remember Parental Leave comes with rules!
As an employer you need to be aware of the Parental Leave entitlement. If you’ve not got a policy you can get one here
- Employees must give 21 days’ notice before their intended start date of leave.
- Parental leave is unpaid. Employees are entitled to 18 weeks’ leave for each child and adopted child, up to their 18th birthday.
- The limit on how much parental leave each parent can take in a year is 4 weeks for each child (unless the employer agrees otherwise).
- You must take parental leave as whole weeks (eg 1 week or 2 weeks) rather than individual days, unless your employer agrees otherwise or if your child is disabled. You don’t have to take all the leave at once.
- A ‘week’ equals the length of time an employee normally works over 7 days.
So in the above case your team member hasn’t given you 21 days, is caring for the child, but the child isnt disabled and you don’t agree to the request for parental leave. You can still agree for it to be unpaid leave, but you don’t have to. You can say sorry no you need to find someone to help you and your absence isn’t authorised and if you are not here it will be treated as unauthorised absence and you may face disciplinary action.
Time off for emergencies is just that…
An emergency won’t be because you have no childcare next Wednesday. It will be because the plans you put in place fall through that morning.In cases of emergency leave where an employee’s child is unwell then of course as a parent their priority is to be at home to care for them. We get that. To remain off to care for the child may not fall under the reasonable time off for family emergency legislation. An employer may take issue with the amount of absence an employee is having and need to address it with them.If you need any assistance with any aspect of managing your team, give us a call on 01527 909436.