In this section:
» Maternity Leave
» Paternity Leave
» Adoption Leave
» Carer Leave
» Study Leave
» Employment Breaks and Sabbaticals

More information:
» Flexible Working Definitions

Maternity Leave
It is now a legal requirement that, women are allowed 18 weeks ordinary maternity leave, regardless of length of service. Women who have completed one year's service with their employer are able to take additional maternity leave, which starts at the end of ordinary maternity leave and finishes 29 weeks after the birth. Under the Revised Employment Bill (April 2002) women are entitled to six months paid, and a further six months unpaid, maternity leave.

Some organisations offer maternity leave in excess of the statutory requirements. This is perceived as good practice and can improve retention and return rate after maternity, particularly when coupled with flexible working options on return to work.

Paternity Leave
Under the revised UK Employment Act 2002, employers are required to provided paid paternity leave of up to two weeks. Fathers who have completed one year's service with their employer are entitled to claim 13 weeks unpaid leave between the birth and the child's fifth birthday.

Some organisations offer provision for longer or for additional breaks for paternity as part of heir best practice policies. The availability of these options can improve motivation and promote a sense of equality, even if they are seldom taken up.

Adoption Leave
There is no statutory provision for adoption leave other than those covered by the Parental Leave default scheme. Some company schemes make provision on the adoption of a child, for a period of leave (some of which may be paid) and return to work on terms and conditions not less favourable than those which would have applied had no leave been taken. Increasingly, best practice is to make provision for adoption leave to be on comparable terms to maternity leave.

Carer Leave
Carer leave, or 'time off for dependents' is provided for under the Employment Rights Act 1999. Employees have the right to reasonable unpaid time off to take certain action defined under the Act: This is independent of length of service

• To provide assistance when a dependant falls ill, gives birth, is injured or assaulted
• To make arrangements for the provision of care for a dependant who is ill or injured
• In consequence of the death of a dependant e.g. funeral arrangements, attendance
• Because of the unexpected termination/disruption of care arrangements
• To deal with an unexpected incident which involves a child during term time, distress; threat of expulsion
• Work-Life Balance policies may include provision for some period of paid leave.
  

Study Leave
A survey conducted by the Henley Management College (Work-Life Balance Policies Management Views on the Impact October 2001) found that, of all the leave-time policies, study leave was believed by managers to have the greatest impact on staff behaviour.

There is no statutory provision for study leave, although all responsible employers encourage their staff to develop their professional and personal skills and make arrangements to facilitate this. The amalgamation of all development breaks into a single scheme, and as part of the Work-Life Balance initiative, is attractive for strategic and administrative purposes.

Consideration of the time allowed for any study leave scheme will depend to an extent on the decision about the nature of the development opportunities to be covered by the scheme. These could range from one day training courses to regular time off on an extended basis or a year-long career break for self-development, and all variations in between.

Whether such leave is paid, unpaid or part-paid will also depend on the type of scheme implemented.

Employment Breaks and Sabbaticals
Similar to study leave schemes, many organisations now enable employees to take absence from work for a period of up to 12 months. The period of leave would often be unpaid, though paid leave for shorter periods of, say, three months, is quite common.

Sabbatical Leave is in addition to annual leave and usually a reward for long service. A minimum length of service is normally a necessary qualification for career breaks.