There is currently no statutory entitlement to paid or unpaid paternity leave. However, many employers are recognising the importance of making some provision for such leave. IBEC and the SFA consider granting this leave to be best practice. Typically, it involves granting 3 to 5 days paid leave around the birth of a baby.
Many employers have recognised the need for leave in situations where employees have encountered difficulties in their personal lives. Arrangements vary from organisation to organisation and are frequently informal.
Employees undertaking a course of study may need to take leave before exams or to complete assignments. For this purpose some employers grant leave in addition to the employees' annual leave entitlement. This may be paid or unpaid.
Some employers grant additional days leave to employees who are getting married. Arrangements are often informal and can be paid or unpaid depending on the organisation. Typically, this involves granting 4 extra days paid leave to employees getting married.
At a certain stage in working life a break may be required to devote time to other things or to facilitate personal development. Providing such breaks can help in retaining valuable employees.
This a period of absence from work which may or may not be on full pay, and duration is normally related to length of service. Sabbaticals provide an opportunity for employees to take a break from or reflect on their work, or engage in new activities.