Benefícios e Remuneração • 11 MIN DE LEITURA
15 Tipos de Ausência em RH que Todo o 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.
Ausência legal: os inegociáveis
A ausência legal é imposta por lei e não pode ser excluída dos contratos de trabalho. No Reino Unido, isto inclui: férias anuais (5.6 semanas), licença de maternidade (até 52 semanas), licença de paternidade (até 2 semanas), licença parental partilhada (até 50 semanas entre os pais), licença de adopção, licença por luto parental (2 semanas pela morte de uma criança com menos de 18 ou por nado-morto após 24 semanas) e licença parental não remunerada (18 semanas por criança, até 4 semanas por ano). A licença de cuidador (uma semana por ano não remunerada) foi adicionada em Abril 2024.
Ausência reforçada: ir 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 ausência discricionários
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.
Gerir pedidos de ausência 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.
