Benefits & Vergütung • 11 MIN LESEN
15 Arten von Urlaub im HR, die jede Führungskraft kennen sollte
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.
Gesetzlicher Urlaub: die unverhandelbaren Regeln
Gesetzlicher Urlaub ist gesetzlich vorgeschrieben und kann nicht aus Arbeitsverträgen ausgeschlossen werden. Im Vereinigten Königreich umfasst dies: Jahresurlaub (5.6 Wochen), Mutterschaftsurlaub (bis zu 52 Wochen), Vaterschaftsurlaub (bis zu 2 Wochen), gemeinsame Elternzeit (bis zu 50 Wochen zwischen den Eltern), Adoptionsurlaub, Elterntrauuerurlaub (2 Wochen beim Tod eines Kindes unter 18 Jahren oder bei einer Totgeburt nach 24 Wochen) sowie unbezahlte Elternzeit (18 Wochen pro Kind, bis zu 4 Wochen pro Jahr). Carer's Leave (eine Woche unbezahlter Urlaub pro Jahr) wurde ab April 2024 hinzugefügt.
Erweiterter Urlaub: über das Minimum hinausgehen
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.
Freigestellte Urlaubsarten
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.
Urlaubsanträge konsistent verwalten
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.
