Avantages sociaux et rémunération • 11 MIN DE LECTURE
Types de congés 15 que chaque gestionnaire devrait connaître
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.
Congés légaux : les incontournables
Les congés légaux sont imposés par la loi et ne peuvent pas être exclus des contrats de travail. Au Royaume-Uni, cela comprend : le congé annuel (5.6 semaines), le congé de maternité (jusqu’à 52 semaines), le congé de paternité (jusqu’à 2 semaines), le congé parental partagé (jusqu’à 50 semaines entre les parents), le congé d’adoption, le congé de deuil parental (2 semaines pour le décès d’un enfant de moins de 18 ou une mortinaissance après 24 semaines) et le congé parental non payé (18 semaines par enfant, jusqu’à 4 semaines par année). Le congé de proche aidant (une semaine non payée par année) a été ajouté en avril 2024.
Congés bonifiés : aller au-delà du minimum
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.
Types de congés discrétionnaires
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.
Gérer les demandes de congé de façon cohérente
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.
