Benefícios e remuneração • 11 LEITURA MÍNIMA
15 Tipos de Licença em RH que Todo Gestor Deve Conhecer
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.
Licença legal: o que não é negociável
A licença legal é determinada por lei e não pode ser excluída dos contratos de trabalho. No Reino Unido, isso inclui: férias anuais (5.6 semanas), licença-maternidade (até 52 semanas), licença-paternidade (até 2 semanas), licença parental compartilhada (até 50 semanas entre os pais), licença de adoção, licença por luto parental (2 semanas para a morte de uma criança com menos de 18 ou um natimorto após 24 semanas) e licença parental não remunerada (18 semanas por filho, até 4 semanas por ano). A licença do cuidador (uma semana não remunerada por ano) foi adicionada a partir de abril 2024.
Licença estendida: indo além do mínimo
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.
Tipos de licença discricionária
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.
Gerenciando solicitações de licença de forma consistente
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.
