Yan Haklar ve Ücret • 11 DAKİKALIK OKUMA
İK'da Her Yöneticinin Bilmesi Gereken 15 İzin Türleri
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.
Yasal izin: pazarlığa kapalı olanlar
Yasal izin, kanunla zorunlu kılınır ve iş sözleşmelerinden hariç tutulamaz. Birleşik Krallık'ta buna şunlar dâhildir: yıllık izin (5.6 hafta), doğum izni (en fazla 52 hafta), babalık izni (en fazla 2 hafta), paylaşımlı ebeveyn izni (ebeveynler arasında en fazla 50 hafta), evlat edinme izni, ebeveyn yas izni ( 2 haftaya kadar; 18 yaş altı bir çocuğun ölümü veya 24 hafta sonrasında ölü doğum için), ve ücretsiz ebeveyn izni (çocuk başına 18 hafta, yılda en fazla 4 hafta). Bakıcı izni (yılda bir hafta ücretsiz) Nisan 2024 itibarıyla eklendi.
Geliştirilmiş izin: asgari düzeyin ötesine geçmek
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.
Takdire bağlı izin türleri
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.
İzin taleplerini tutarlı şekilde yönetmek
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.
