Förmåner & komp • 11 MIN LÄSNING
15 typer av ledighet i HR som varje chef bör känna till
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.
Lagstadgad ledighet: de icke förhandlingsbara
Lagstadgad ledighet är föreskriven i lag och kan inte undantas från anställningsavtal. I Storbritannien omfattar detta: årlig ledighet (5.6 veckor), mammaledighet (upp till 52 veckor), pappaledighet (upp till 2 veckor), delad föräldraledighet (upp till 50 veckor mellan föräldrar), adoptionsledighet, ledighet vid förälders bortgång (2 veckor vid ett barns död under 18 år eller en dödfödsel efter 24 veckor), samt obetald föräldraledighet (18 veckor per barn, upp till 4 veckor per år). Närståendes vårdledighet (en vecka obetald per år) infördes från april 2024.
Utökad ledighet: att gå utöver minimikravet
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.
Diskretionära ledighetstyper
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.
Att hantera ledighetsansökningar konsekvent
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.
