Time off work for medical or other appointments

Unfortunately, there is no legal right to take time off work to go to a medical appointment (such as the doctor or dentist). However, you should check your employment contract or employer policy, as this may say you can have time off in these circumstances. If your contract doesn’t say you can take time off, you could still request time off from your employer. If your employer does not agree, you should arrange for any such appointments to be outside of normal work hours or be prepared to take holiday or make up the time.

Similarly, there is no legal right to take time off to accompany your child or family member to a medical appointment that is known about in advance. In some circumstances, you may be able to use some other form of leave set out below (for example, when there is an emergency).

You may be entitled to time off for antenatal appointments and adoption appointments.

Time Off for Dependants

All employees have the right to take a reasonable amount of unpaid time off work to deal with an emergency or unexpected event involving a dependant, including to make caring arrangements. A “dependant” is defined as a spouse, civil partner, child, parent and a person who lives in the same household as you (other than a tenant or lodger). In certain cases, a “dependant” will also include any other person who reasonably relies on you for assistance. (See Time off for Dependants)

There is no limit on how much time off you can have for such an emergency, although it must be necessary and reasonable in the circumstances. If you are part of a couple, the time off that is reasonable in the circumstances would take into account the fact that there is another person to share the care.

The right to take time off for dependants only covers emergencies (e.g. if your child is ill and you need to take them to the doctors urgently). It will not normally cover a situation you know about in advance.

For example, if you have a child who needs to go to hospital for an operation, and you know about this in advance, the right to time off for dependants will not apply. However, if at any time there is a breakdown in care arrangements (i.e. you are the sole carer for your child and you cannot make alternative arrangements for them to be cared for), then it may be necessary and reasonable for you to have this time off.

Your employer cannot dismiss or penalise you for taking the time off for dependants, provided your reasons are genuine. You should tell your employer as soon as possible that you need time off, how long you think you’ll be absent and the reason for your absence.

Parental Leave

Parents of children under 18 can take unpaid Parental Leave if they have been employed by their employer for at least a year. You are not eligible for parental leave if you are self-employed or a “worker”.  Parental leave can be taken to spend more time with your child or to care for your child, but it does not have to be connected with your child’s health.

If you qualify, you can take up to 4 weeks leave a year per child, up to a total of 18 weeks for each child before they turn 18.

Ordinarily, you must take parental leave in blocks of one week. But parents taking parental leave for a disabled child (who is entitled to Disability Living Allowance or Personal Independence Payment) can take it in blocks of a day.

You need to give your employer 21 days’ notice that you intend to take parental leave. Your employer cannot refuse your leave, but they can postpone your leave for up to six months where the business would be particularly disrupted if the leave were taken at the time requested. Your employer must give you notice of the postponement in writing (no later than seven days after you gave notice to take parental leave) stating the reason for the postponement and the proposed new dates of the period of parental leave. The length of the new period of leave should be the same as your original request.

If your employer refuses to allow you to take up to 4 weeks leave per child per year, or unreasonably postpones your leave request, you should seek further advice as you may have a claim. You may also wish to consider your other options.

Other options

Request flexible working

If you have to attend appointments frequently, you can request a reduction in hours with your employer if this would allow you to balance work and attending appointments for yourself or with your child. If your employer does not agree to your informal request, you can put in a formal flexible working request.

From April 2024, all employees will have the right to make a formal flexible working request from the first day of their employment. For more information on flexible working requests and what to do if your employer refuses your request, see our Flexible Working Section. You should also bear in mind that if successful, your flexible working request will automatically result in a permanent change to your working conditions —so if you only want the change to be temporary, you should make this clear in your request.

Annual leave

Your employer may also allow you to take some annual leave. The benefit of this is that it would be paid at your full salary.

Special leave

Some employers offer special leave, such as a form of compassionate leave for special circumstances. If you can take negotiate to take a period of special leave, then this could be a good option. Whether special leave is paid or unpaid is determined by your employer’s policy or practice.

Financial support

If your income has dropped because of taking unpaid leave this may mean that you could claim some form of financial support. For more information, see our articles on Benefits and Tax Credits.

This advice applies in England, Wales and Scotland. If you live in another part of the UK, the law may differ. Please call our helpline for more details. If you are in Northern Ireland you can visit the Labour Relations Agency or call their helpline Workplace Information Service on 03300 555 300.

If you have further questions and would like to contact our advice team please use our advice contact form below or call us.

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