How to write a supportive policy for other kinds of leave that respond to our real life needs

Time off work is one of the most radical things that a workplace can offer. ‘Other Leave’ policies are a way to support workers more holistically, beyond their time spent ‘on the clock.’

Section 1:

What’s wrong with standard ‘other leave’ policies?

‘Other leave’ policies don’t tend to reflect radical values around leave that support people to live better lives (health and wellbeing, etc), look after each other (care) or to engage in wider social justice activities (volunteering, climate-friendly holidays, etc).

Section 2:

What can we do differently?

Beyond annual, sick and parental leave, there is very little law on many forms of ‘other’ leave so these policies are a chance to think creatively about how offering time off can be a way to highlight and practice the things your group cares about and believes in.

Section 3:

What does the law say?

• Workers need to know their paid leave entitlements on their first day of employment
• Most of the leave in this guide will only apply to people who are employees of the organisation
• There are very few legal requirements for lots of the types of leave in this guide (e.g. – compassionate, sabbaticals)
• A few other types of unpaid leave are required (e.g. – Court service, Trade Union duties, Public duties, Carer’s leave)

Section 4:

What are our rights as employees?

Beyond rights to annual, sick and parental leave, we are entitled to unpaid time off for the following:

• Emergencies related to defined dependant
• Public duties
• Military duties
• Care for defined dependant
• Parental leave for each child under 18

And paid time off for:

• Parental bereavement leave
• Neonatal leave

We have the right to not be treated unfairly or discriminated against for taking off the time to which we are entitled. We also have the right to challenge it, if we believe we have been treated unfairly.

Section 5:

What rights does our organisation have as employers?

• To decide to offer more leave and how we will manage that, incl. any pay
• To decide what we consider to be ‘reasonable’ amounts of leave in different circumstances
• To turn down leave requests in some circumstances (but must approve leave for alternative dates)

Section 6:

How to write a radical other leave policy

• What should we include in the policy?
• General considerations when writing the policy
  • Trust
  • Untaken leave
  • Payments
  • Communicating leave
  • Recording leave
  • Confidentiality
  • Potential objections
• Who the policy applies to and what it covers
• Bereavement and serious illness
  • Compassionate leave
  • Parental bereavement leave
  • What you might do to help
• Caring responsibilities
• Emergency leave
• Time off for public duties
  • Jury Service
• Volunteering and Community Engagement
• Climate perks
• Closures
• Sabbaticals
  • Sabbaticals, career breaks and unpaid leave
• Other ideas