Benefit e retribuzione • 11 MIN DI LETTURA
15 tipi di congedo in HR che ogni manager dovrebbe conoscere
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.
Congedo di legge: i non negoziabili
Il congedo di legge è imposto dalla legge e non può essere escluso dai contratti di lavoro. Nel Regno Unito, questo include: ferie annuali (5.6 settimane), congedo di maternità (fino a 52 settimane), congedo di paternità (fino a 2 settimane), congedo parentale condiviso (fino a 50 settimane tra i genitori), congedo per adozione, congedo parentale per lutto (2 settimane per la morte di un figlio sotto 18 anni o per un parto morto dopo 24 settimane), e congedo parentale non retribuito (18 settimane per figlio, fino a 4 settimane all'anno). Il congedo per assistenza a familiari ('Carer's leave', una settimana non retribuita all'anno) è stato aggiunto da aprile 2024.
Congedo migliorato: andare oltre il minimo
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.
Tipi di congedo discrezionale
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.
Gestire le richieste di congedo in modo coerente
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.
