Balancing work and family commitments are a challenge that most of us face, particularly when bringing up young children or caring for a dependent relative. Planning and establishing a routine can help us to manage this challenge but there will inevitably be times when the unexpected will arise and we are faced with an emergency at home.
Alongside the practical problems arising from the emergency, managing the crisis alongside work can generate considerable pressure.
As an employee you are entitled to take time off work to deal with a domestic crisis or emergency. This will, in most cases be unpaid although most employers will want to support employees at these times and not wish to add any un-necessary stress. Therefore, it may help if the employee can negotiate some paid time off i.e. taking annual leave, make the hours up (if this is possible). The right to take paid time will depend on your contract of employment and on any agreements, you can reach with your employer.
The legislation does not specify how much time off will be considered reasonable. The expectation is that an employee should be able to respond to a genuine crisis and put plans in place for the longer term. An absence of one or two days is likely to be considered reasonable but in the longer-term arrangements would need to be made by taking other forms of leave, i.e. annual leave or if eligible, unpaid parental leave (use the link below for more information about unpaid parental leave). Employees are expected to notify their employer as soon as possible, if time off due to an emergency is needed, circumstances allowing of course.
Checking your contract, written statement of employment or company handbook for details regarding the policy relating to time off for dependants and compassionate leave is advisable.
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