| 单词 | parental leave |
| 释义 | parental leave In order to exercise the right to parental leave an employee must have been employed for a minimum of one year, must give their employer a minimum of 21 days’ notice, and must have or expect to have parental responsibility for a child and intend to take any leave for the purpose of caring for them (Children Act 1989). Parental leave of up to 18 weeks is now available in respect of any individual child, natural or adopted (see adoption leave). An employee may take a maximum of four weeks’ leave each year in respect of any one child, and this must be taken in blocks of a week or more. With the exception of those caring for disabled children, leave historically had to be taken before the child reached 5 years old; however, under the Children and Families Act 2014 leave may now be taken at any point before the child’s 18th birthday. Unlike other forms of leave (such as adoption, maternity, or paternity leave) there is no requirement that parental leave be paid for by the employer; if the employer does not pay, the employee may be entitled to state benefit payments. No notice is required to be given by employees returning to work, and on return employees are entitled to work in the same job, provided the leave was for four weeks or less. Employees may complain to an employment tribunal if the employer prevents or attempts to prevent them from taking parental leave. An employee who takes parental leave ought not to suffer any disadvantage for having done so, and any dismissal associated with having exercised the right would be deemed unfair. Fathers and prospective adoptive parents who want to guarantee that they can be present at the birth or placement of their child are permitted to book time off. As of 2018, parents or primary carers who suffer the loss of a child are entitled to bereavement leave (Parental Bereavement (Leave and Pay) Act 2018). See also dependants’ leave. |
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