Benefity a kompenzace • 11 MIN ČTENÍ
15 typy dovolené v HR, které by měl znát každý manažer
MAY 2, 2026
From maternity leave to bereavement and everything in between, here is a comprehensive guide to the types of employee leave HR must manage.
Zákonná dovolená: nepodkročitelné minimum
Zákonná dovolená je stanovena zákonem a nelze ji vyloučit z pracovních smluv. Ve Spojeném království to zahrnuje: roční dovolenou (5.6 týdnů), mateřskou dovolenou (až 52 týdnů), otcovskou dovolenou (až 2 týdnů), sdílenou rodičovskou dovolenou (až 50 týdnů mezi rodiči), adopční dovolenou, smuteční rodičovskou dovolenou (2 týdnů při úmrtí dítěte mladšího než 18 nebo při mrtvorozenosti po 24 týdnech) a neplacenou rodičovskou dovolenou (18 týdnů na dítě, až 4 týdnů za rok). Péče o blízkého (jeden týden neplaceně ročně) byla přidána od dubna 2024.
Rozšířená dovolená: nad rámec minima
Many employers choose to enhance statutory leave with more generous terms: full pay during maternity leave rather than just statutory maternity pay, extended paternity leave of four weeks, or additional parental bereavement leave. Enhanced leave policies are a powerful recruitment and retention tool, particularly for roles where dual-income households are common. They also signal that the organisation genuinely supports working parents rather than simply complying with the minimum.
Diskreční typy dovolené
Beyond statutory entitlements, organisations often offer additional leave types on a discretionary basis: compassionate leave for the death of a close friend or colleague, study leave for employees undertaking professional qualifications, volunteer leave for charity work, fertility treatment leave, and leave for public duties such as jury service or reserve forces service. Document each discretionary leave type clearly in your policy, including eligibility, duration, and whether it is paid or unpaid.
Důsledné řízení žádostí o dovolenou
With so many leave types in play, consistency is paramount. Use a single HRIS to record all leave types with the correct statutory or contractual terms applied automatically. Train managers to recognise the different types of leave and to refer complex requests to HR rather than improvising. An employee who is denied bereavement leave because their manager did not know it existed is likely to raise a grievance that will cost far more in management time than the leave itself.
