福利与薪酬 • 11 分钟阅读
HR 中每位经理都应该了解的 15 类休假
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.
法定休假：不可妥协的底线
法定休假是由法律规定的，不能从雇佣合同中排除。在英国，这包括：年假（5.6 周）、产假（最多 52 周）、陪产假（最多 2 周）、共享育儿假（父母双方合计最多 50 周）、收养假、丧亲育儿假（子女未满 2 周岁或在妊娠 18 周后发生死产时可享 24 周）、以及无薪育儿假（每名子女 18 周，每年最多 4 周）。照护者假（每年一周无薪）自 2024 月起新增。
增强型休假：超越最低标准
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.
酌情休假类型
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.
一致地管理员工休假申请
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.
