Fordeler og kompensasjon • 11 MIN LESING
15 typer permisjon i HR som enhver leder bør kjenne til
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.
Lovpålagt permisjon: det som ikke kan forhandles bort
Lovpålagt permisjon er fastsatt ved lov og kan ikke unntas fra arbeidskontrakter. I Storbritannia omfatter dette: årlig ferie (5.6 uker), fødselspermisjon (opptil 52 uker), pappapermisjon (opptil 2 uker), delt foreldrepermisjon (opptil 50 uker mellom foreldrene), adopsjonspermisjon, sorgpermisjon for foreldre (2 uker ved død av et barn under 18 eller dødfødsel etter 24 uker), og ulønnet foreldrepermisjon (18 uker per barn, opptil 4 uker per år). Pårørendepassasje (én uke ulønnet per år) ble lagt til fra april 2024.
Utvidet permisjon: utover minimumskravene
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.
Skjønnsmessige permisjonstyper
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.
Håndtering av permisjonsforespørsler på en konsekvent måte
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.
