Emergency Leave

Emergency Leave

You are entitled to take reasonable time off, to deal with an emergency with someone who relies on you for care. Any time off should only be long enough to deal with the problem that has arisen and sort out any longer term arrangements, usually no longer than one day. Longer-term leave can be taken through other leave arrangements and will be at the discretion of the Directors Group.

This right to time off only applies when a dependent (i.e. spouse, partner, child, parent, or someone who depends on you for care, e.g. an elderly neighbor) is involved. The person for whom you are taking time off must reasonably rely on you for help on a day-to-day basis or for making arrangements for them to be cared for, and the incident or emergency must be serious and genuinely unexpected. The leave could be taken, for example:

• To deal with a breakdown in childcare

• To put longer-term care in place for children or elderly relatives

• If a dependent falls ill or is taken to hospital

This absence is unpaid, lieu or holiday hours can be used to cover this time off. Holiday hours can only be used in accordance with the Holiday policy.

Bereavement / Compassionate Leave

All workers are entitled to take up to one week off per year (pro rata) to attend the funeral of an immediate family member, partner or close friend, or to take responsibility for a family member who is critically ill. This period of compassionate leave can be paid without affecting a worker’s usual leave allowances. To allow the team to plan for the absence, workers should communicate their wish to take time off as compassionate leave as early as possible. The Directors Group may agree further unpaid leave for compassionate reasons. A staff member may use annual leave to be paid for this additional time off. In exceptional circumstances, additional paid compassionate leave may be approved at the discretion of the DG, upon appeal by the worker. In the event of serious illness or death of a close family member or a close friend, we wish to be as supportive as possible; BBP therefore encourages workers to seek the support of the HR & Governance Coordinator in arranging compassionate leave. Please let them know as soon as possible that you wish to take bereavement leave.

Parental Bereavement Leave

Under Parental Bereavement Legislation, in the event of the death of a child or stillbirth after 24 weeks of pregnancy, parents have the right to two weeks leave. If an employee has 26 weeks or more of continuous service, there is a statutory paid entitlement for this period. However, the Co-op would make every effort to be supportive in such circumstances and the above compassionate leave policy would apply in addition to any statutory entitlement.

Parental bereavement leave also applies to grandparents or other people who live with and look after the child (providing the child's parents don't also live with them).

Time Off for Public Duties

If you are called up for jury service or have additional responsibilities through a public duty (for example you are a magistrate or a school governor) you can take a reasonable amount of unpaid time off to fulfil those duties. What is considered reasonable will depend on the circumstances but we’ll always discuss this openly with you. Please let the HR & Governance Coordinator know as soon as possible if you need to take time off for public duties.

Approved November 2021. Review due November 2023.