Beneficios y compensación • 11 MIN DE LECTURA
15 tipos de permiso en RR. HH. que todo responsable debe conocer
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.
Permiso legal: lo no negociable
El permiso legal está establecido por ley y no puede excluirse de los contratos laborales. En el Reino Unido, esto incluye: permiso anual (5.6 semanas), permiso por maternidad (hasta 52 semanas), permiso por paternidad (hasta 2 semanas), permiso parental compartido (hasta 50 semanas entre progenitores), permiso por adopción, permiso por duelo parental (2 semanas por la muerte de un hijo menor de 18 o un parto de un mortinato después de 24 semanas), y permiso parental no remunerado (18 semanas por hijo, hasta 4 semanas al año). El permiso de cuidados (una semana no remunerada al año) se añadió a partir de abril de 2024.
Permiso mejorado: ir más allá del mínimo
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.
Tipos de permiso discrecional
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.
Gestionar las solicitudes de permiso de forma coherente
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.
