Staff Handbook UK

You should consult your line manager for advice on the application of the compassionate leave arrangements and for authorisation for leave. 19.Parental Bereavement Leave and Pay Any parent who loses a child under the age of 18, or suffers a stillbirth from 24 weeks of pregnancy, is entitled to 1- or 2-weeks’ Statutory Parental Bereavement Leave. If taking 2 weeks, they do not need to be consecutive weeks, and they can be taken any time within the 56 weeks following the child’s death. This section deals with this specific statutory entitlement, but it should be read in conjunction with the section on Compassionate Leave, above. Clearly the loss of a child would be devastating for any parent and as your employer, we would want to do our best to support you through such a difficult time. Notice requirements If you wish to take Bereavement Leave in the period of 56 days from the date of the child’s death, you should notify your line manager before you are due to start work on the first day of absence wherever practicable. Otherwise, you should contact your line manager as soon as possible. If you wish to take Bereavement Leave after this period (but within 56 weeks of the child’s death), you must give at least one week’s notice. Statutory Parental Bereavement Pay (SPBP) If you have at least 26 weeks’ continuous service by the week before the week in which the child dies and earn at least the Lower Earnings Limit for National Insurance Contributions (NI), you will also be entitled to SPBP whilst taking Bereavement Leave. This is at the standard rate as set by the Government. 20.Time off for Dependants You are entitled to reasonable time off without pay for urgent incidents of real need involving a dependant, who is a member of your immediate family or someone who reasonably relies on you for help when they are ill or injured or for making arrangements for them to be cared for in the event of illness or injury. The entitlement to time off in such circumstances is limited to what is reasonable for you to deal with the immediate problem and to make any alternative long-term care arrangements if necessary. As soon as is reasonably practicable you should notify your line manager of the reason for absence and, unless already back at work, its likely duration.

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