In the UK, every employee has the right to a reasonable amount of time off to deal with an emergency involving a dependant, such as a child falling ill or childcare falling through. There's no set number of days and no limit on how often you use it, but your employer doesn't have to pay you for it.
It's one of the most used and least understood rights at work. This guide follows GOV.UK's page on time off for family and dependants, read in October 2026, and is written for both employees and the small employers who handle the requests.
Who counts as a dependant
A dependant can be a spouse, partner, child, grandchild or parent, or someone who depends on you for care. So someone outside the family who relies on you for care can count.
What counts as an emergency
| Situation | Examples GOV.UK gives |
|---|---|
| Illness, injury or assault | A mental or physical illness, even if it's not life-threatening, or an existing condition that's got worse; comforting a dependant who's been mugged |
| Arranging longer-term care | Making care arrangements for a dependant |
| Having a baby | A dependant goes into labour unexpectedly and relies on you to get them to hospital |
| Care breaking down | A childminder or carer doesn't turn up, or a nursery or nursing home closes unexpectedly |
| An incident at school | Your child is in a fight, injured on a school trip or suspended |
What doesn't count
Here's the line most people miss. The right covers the unexpected. GOV.UK says you can't have time off for dependants if you knew about the situation beforehand, so taking your child to a booked hospital appointment isn't covered. That's where parental leave may apply instead. And after a birth, the right doesn't cover caring for the new baby unless there's an emergency: parents should look at paternity or parental leave.
How much time off you get
You're allowed a reasonable amount of time to deal with the emergency itself. There's no set amount, because it depends on the situation. GOV.UK's example is a child who falls ill: you could take time off to see the doctor and make care arrangements, and if you then want to look after your child for longer, your employer may ask you to use annual leave or parental leave.
There's no limit on how many times you can use the right, though an employer may want to talk to you if they think the time off is affecting your work.
How to ask, step by step
- Tell your employer as soon as you can that you need time off and why.
- Say how much time you expect to need, so it can be agreed.
- If it's an emergency and you have to leave before you can tell anyone, let your employer know as soon as possible afterwards.
- You don't have to put it in writing or give written proof.
- Check your contract or handbook for whether the time is paid, and for any compassionate leave policy.
Is it paid?
Your employer may pay you, but it doesn't have to. Many employers set out their approach in the contract, staff handbook or intranet. If you're not given time off for dependants, your employer may allow compassionate leave, which can be paid or unpaid.
Your protection
Your employer must not treat you unfairly for taking the time off, for example by refusing you training or promotion. It mustn't dismiss you or choose you for redundancy because you asked, and it mustn't refuse reasonable time off. If you think you've been treated unfairly, get advice from a staff or trade union representative or Acas, and you may be able to take a case to an employment tribunal. The right is for employees, so check your employment status if you're a worker or contractor.
For planned caring, the separate carer's leave right may fit better, and my guides to unpaid leave and bereavement leave cover the other options.
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Time off for dependants compared with other leave
| Leave | When it fits | Paid? |
|---|---|---|
| Time off for dependants | A sudden emergency involving a dependant | Only if the employer chooses to pay |
| Compassionate leave | An emergency where the employer offers it under its own policy | Paid or unpaid, depending on the policy |
| Annual leave | Looking after a child for longer once the emergency's handled | Yes |
| Parental leave | Planned time, such as a booked appointment, or longer care | Check your rights and contract |
| Paternity leave | Caring for a new baby after the birth | Check your rights and contract |
For employers: handling a request well
- Agree the time needed for the emergency itself, not the whole period of care.
- Don't ask for written proof: the law doesn't require it.
- Tell the employee whether the time is paid under your policy.
- If more time's needed, discuss annual leave or parental leave.
- If frequent absences affect work, have a conversation rather than taking action for using the right.
My verdict
For employees, the rule's simple: if it's sudden and involves someone who relies on you, ask, and you're protected. For small employers, the smart move is writing down whether you pay this time and how people should let you know. A one-line policy stops awkward conversations on a bad day.
Frequently asked questions
How many days off for dependants are you allowed?
There's no set number. GOV.UK says you get a reasonable amount of time to deal with the emergency, depending on the situation, and there's no limit on how many times you can use the right.
Is time off for dependants paid?
Not necessarily. Your employer may pay you but doesn't have to, so check your contract, handbook or intranet.
Can I take time off for dependants for a planned appointment?
No. The right doesn't cover situations you knew about beforehand, such as a booked hospital appointment. Parental leave may apply instead.
Do I need to give proof for time off for dependants?
No. You don't have to tell your employer in writing or give written proof, but you should tell them as soon as possible.
Who counts as a dependant for time off?
A spouse, partner, child, grandchild, parent, or someone who depends on you for care.
Can I be sacked for taking time off for dependants?
No. Your employer must not dismiss you or choose you for redundancy because you asked for time off for a dependant, and you may be able to take a case to an employment tribunal.
