Świadczenia i wynagrodzenia • 11 MIN CZYTANIA
15 rodzaje urlopów w HR, które każdy menedżer powinien znać
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.
Urlop ustawowy: elementy nienegocjowalne
Urlop ustawowy jest nakazany przez prawo i nie może zostać wyłączony z umów o pracę. W Wielkiej Brytanii obejmuje on: urlop roczny (5.6 tygodnie), urlop macierzyński (do 52 tygodni), urlop ojcowski (do 2 tygodni), urlop rodzicielski dzielony (do 50 tygodni między rodzicami), urlop adopcyjny, urlop z powodu żałoby po dziecku (2 tygodnie w przypadku śmierci dziecka poniżej 18 roku lub martwego urodzenia po 24 tygodniach), a także bezpłatny urlop rodzicielski (18 tygodni na dziecko, do 4 tygodni rocznie). Urlop opiekuńczy (jeden tydzień bezpłatny rocznie) został dodany od kwietnia 2024.
Urlop rozszerzony: ponad 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.
Fakultatywne rodzaje urlopów
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.
Spójne zarządzanie wnioskami urlopowymi
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.
