In England and Wales, there are several types of leave that an employee is legally entitled to (for the purposes of this blog, we are calling them “statutory”)

There are around 12 types of statutory leave

Annual Leave:

Although it is good practice, bank holidays do not have to be given as paid leave.

Sick Leave:

many employers will enhance this pay as it is widely recognised that SSP is unlikely to be sufficient for most people to live off

Maternity Leave:

All pregnant employees are entitled to up to 52 weeks’ Maternity Leave, consisting of 26 weeks’ ordinary (OML) and 26 weeks’ additional (AML).

Paternity Leave

Shared Parental Leave:

Adoption Leave:

Time Off for Antenatal Appointments:

If you are accompanying the pregnant woman, your entitlement to leave and pay may be limited by your employer.

Time Off for Adoption Appointments:

take paid time off for up to five appointments.

Time Off for Dependants:

Time Off for Public Duties:

There is no right to pay under this type of leave, but employers can exercise discretion to pay for this leave

Parental Bereavement Leave:

if an employee has given birth to a living child and/or was more than 26 weeks pregnant, they will also be entitled to Maternity Leave

Parental Leave:

unpaid Parental Leave, employees must first have been continuously employed for at least one year

Leave must be taken in blocks of at least one week.

Compassionate Leave:

Garden Leave:

Time Off in Lieu:

Wellbeing Days:

Career Break:

Volunteer Leave

Bonus Days:

Birthday Leave:

Religious Days:

Moving House Days:

Tailor what you offer to diverse circumstances, understanding that each employee’s situation is unique.

Don’t hesitate to use the appropriate leave at the right time, whether it’s mandatory or discretionary.