복리후생 및 보상 • 11 최소 읽기 시간
모든 관리자가 알아야 할 HR의 15 유형
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.
법정 휴가: 타협할 수 없는 기준
법정 휴가는 법률에 의해 보장되며 고용 계약에서 제외할 수 없습니다. 영국에서는 다음이 포함됩니다: 연차 휴가 (5.6 주), 출산 휴가(최대 52 주), 배우자 출산 휴가(최대 2 주), 부모 공동 육아 휴가(최대 50 주를 부모가 나누어 사용), 입양 휴가, 부모 사별 휴가 (2 주(만 18 미만 자녀의 사망 또는 24 주 이후의 사산의 경우), 그리고 무급 부모 휴가 (18 자녀 1명당 주, 연간 최대 4 주). 돌봄 제공자 휴가(연간 1주의 무급 휴가)는 April부터 추가되었습니다 2024.
확대 휴가: 최소 기준을 넘어서
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.
재량 휴가 유형
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.
휴가 요청의 일관된 관리
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.
