These are both available on the ACAS website. A manager who is also an RCN member may be in negotiation over the facilities time for RCN representatives who they manage.
In such cases the RCN will not support the manager as this represents a conflict of interest. More information on becoming an RCN Activist is available here. With COVID circulating alongside the usual winter viruses, protecting yourself and your patients is vitally important. Get answers to your contract questions including notice queries and whether your employer can change your contract. Learn about maternity leave and pay, your rights as a pregnant worker, family friendly hours and time off.
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Diversity and inclusion Work for us Working with us. Time off work. Medical or dental appointments As an employee you may be allowed time off work for doctor or dentist appointments, for example.
Emergencies and time off for dependants If you are classed as an employee, you have the right to take time off to deal with any unexpected or sudden problem involving a dependant.
You may need to take time off: if a dependant falls ill or has been involved in an accident when a partner is having a baby to make longer-term care arrangements for a dependant who is ill or injured to deal with the death of a dependant, such as making funeral arrangements or attending a funeral to deal with an unexpected disruption or breakdown in care arrangements for a dependant to deal with an incident involving a child during school hours.
If emergency leave is refused If your request for emergency leave is refused: Check that your situation meets the criteria for emergencies and time off for dependants above. Check your local policies then contact your HR representative and discuss the reasons why you need to take time off. Remind the employer that all employees are entitled to reasonable time off to deal with emergencies involving a dependant.
Pay during time off for emergencies The right to time off for dependants does not include a statutory right to pay. Compassionate leave If you need to take time off work due to a bereavement, discuss this with your manager and check your local policies on compassionate leave. Death of a child Within the NHS in England, Wales and Scotland, parents who experience the death of a child are entitled to a minimum of two weeks paid child bereavement leave.
Paragraphs 6. Organisations may wish to continue to refer to the original provisions if the local partners wish to do so or to pursue the new guidance. The guidance could also be used to complement existing good local practice where the full KSF has not been implemented.
It will provide prompts for action by individuals and their managers to update or develop their knowledge and skills, or address areas for development in the application of knowledge and skills.
Development review procedures should be jointly agreed by management and staff representatives locally. These requirements are not, however, fixed and will be reviewed in partnership when posts become vacant or changes need to take place for service development and other reasons. Similar to current practice, development reviews will take place between staff and their manager or, where appropriate, their supervisor, a professional adviser or another appropriately trained senior team member.
During the development review process, discussion should cover the duties and responsibilities of the job that is being undertaken, as outlined in paragraph 6. This will help to define future objectives and learning needs. Approaches to development will not just consist of courses but will also involve distance learning, private study, opportunities to participate in particular projects or work areas, short secondments, work shadowing, peer review and other continuing professional development activities.
There will be a commitment from both parties to make all reasonable efforts to meet the developmental goals for the year ahead in that year and elements not completed through force of circumstance will be carried over to the following year, unless agreed otherwise. If an employer fails to do this, they cannot defer pay progression. Wherever possible, employers will also provide similar encouragement and support for elements of the personal development plan which reflect personal interests or help staff prepare for a more senior role or transfer to a different area of work within the NHS.
They may individually choose, where appropriate, to commit personal time and resources, especially in those areas relating to longer-term career development. Where development needs essential to the post are agreed with the employer, there will not normally be any requirement for the employee to use his or her unpaid personal time.
These will need to be consistent with the principles set out in Annex 23 England and applied so as not to disadvantage a member of staff joining part way through the performance review cycle.
Once protection is agreed, it may not be withdrawn until the person concerned has had a reasonable opportunity to complete their re-training and progress to a point where pay protection is no longer required.
Explicit employer agreement in this context cannot, however, be deemed to have been given solely because the employer has agreed to re-employ someone following redundancy. These will need to be consistent with the principles set out in annex 23 Wales and applied so as not to disadvantage a member of staff joining part way through the performance review cycle.
Temporary movement into a new pay band should not normally last more than six months or less than one month, except in instances of maternity leave or long-term sickness absence, where a longer period may be known at the outset. Where temporary movement results in more than one extra pay point the incremental date for the period of the temporary movement becomes the date the movement began.
It applies there until 31 December It applies to all staff covered by Agenda for Change contracts. There are two gateway points: the foundation gateway and the second gateway. The review at the second gateway will be based on the relevant dimensions, levels and indicators, as specified in the full KSF outline for the post.
Robust jointly agreed local arrangements must be in place to deal with cases where this is not possible for example because the relevant manager is ill. These should ensure that there is no incentive to abuse the process. During this initial period all staff will have at least two discussions with their manager or the person acting as their reviewer to review progress, guided by the KSF foundation outline for the post.
The first of these discussions should normally be during the induction period. The aim of these discussions and any resulting support and development will be to help staff make a success of the new job and confirm as quickly as possible that they are applying the basic knowledge and skills needed for the job, and can pass through the foundation gateway and commence progression up their pay band see Annex 20, Development of Professional Roles, paragraph 3.
Staff will normally expect to move through the second gateway at this point but, subject to the safeguards set out below, progression may be deferred if the review indicates that they are not yet applying the full range of knowledge and skills required for the post. Where the gateway system is operational they will, however, be subject to the normal operation of the system at the second gateway. Exceptional grounds for deferral of pay progression.
The annual salaries of part-time or sessional staff who are paid monthly or weekly should be apportioned as above, except in the months or weeks in which employment commences or terminates, when they should be paid for the hours or sessions worked.
Working time will be calculated exclusive of meal breaks, except where individuals are required to work during meal breaks, in which case such time should be counted as working time. See paragraph Information note number 2: amendment number Therefore, any local arrangements to add days on account of extra-statutory days will no longer apply. In Scotland this entitlement includes the two additional days that could previously be designated as either statutory days or annual leave.
In Northern Ireland this entitlement also contains the two extra statutory days, however there are ten general public holidays. This section is supplemented by annex 26, which sets out a framework to support employers and staff in the management of sickness absence and in managing the risk of premature and unnecessary ill health retirements.
These guidelines supplement and reinforce Annex Under fast track schemes employees may gain earlier access to health services provided by the employer. More information about this policy and local fast track schemes already in place can be found on the NHS Employers website.
Pay during sickness absence is calculated on the basis of what the individual would have received had they been at work. It will include regularly paid supplements, including any recruitment and retention premia, payments for work outside normal hours and high cost area supplements.
It will be based on the previous three months at work or any other reference period that may be locally agreed. Local partnerships can use virtual rotas showing what hours the employee would have worked in a reference period had he or she been at work The combined addition of statutory sick pay to half pay must not exceed full pay.
In aggregating periods of absence due to illness the following absences will be disregarded:. Reinstatement of sick pay is not retrospective for any period of zero pay in the preceding 12 months of continuous absence. This provision will not apply where a review is delayed due to reasons other than those caused by the employer. Any such arrangements need to be consistent with statutory sick pay rules. Employers will advance to an employee a sum not exceeding the amount of sick pay payable under this scheme, providing the employee repays the full amount of sickness allowance to the employer, when damages are received.
Once received the absence shall not be taken into account for the purposes of the scale set out in paragraph Furthermore, staff do not need to be off sick to be referred by their employer for a medical. The employer will meet the cost of any medical examination. The provisions for sickness absence for any subsequent periods of sickness absence from 1 July will be under the terms of this section. This section is supplemented by Annex 26, which sets out a framework to support employers and staff in the management of sickness absence and in managing the risk of premature and unnecessary ill health retirements.
Under 'fast track' schemes employees may gain earlier access to health services provided by the employer. Local partnerships can use virtual rotas showing what hours the employee would have worked in a reference period had he or she been at work.
This amount can be amended from time to time by the Secretary of State. Where occupational maternity pay has been paid in a different way, and the employee subsequently chooses to access shared parental leave and pay, the employer may need to recalculate payments to ensure that there has not been any over or underpayment of entitlements.
If such a pay award was agreed retrospectively, the maternity pay should be re-calculated on the same basis;. If such a pay award was agreed retrospectively the maternity pay should be re-calculated on the same basis;. However, this may be extended by local agreement in exceptional circumstances, for example, where employees have sick pre-term babies or multiple births. Absence prior to the last four weeks before the expected week of childbirth, supported by a medical statement of incapacity for work, or a self-certificate, shall be treated as sickness absence in accordance with normal leave provisions.
If it is found, or a medical practitioner considers, that an employee or the child would be at risk were they to continue with their normal duties, the employer should provide suitable alternative work for which the employee will receive their normal rate of pay. Where it is not reasonably practicable to offer suitable alternative work, the employee should be suspended on full pay.
Where occupational adoption pay has been paid in a different way, and the employee subsequently chooses to access shared parental leave and pay, the employer may need to recalculate payments to ensure that there has not been any over or underpayment of entitlements. If such a pay award was agreed retrospectively, the adoption pay should be re-calculated on the same basis;. If such a pay award was agreed retrospectively the adoption pay should be re-calculated on the same basis;.
However, this may be extended by local agreement in exceptional circumstances. Only one set of adoption leave is payable per placement. Receipt of fostering allowances and payments during the fostering phase of placement will not affect any adoption pay payable under this agreement.
As stated on the statutory forms, some employers may provide their own standard forms for employees to use. Employing organisations will need to be able to satisfy themselves that they have all the information necessary to offer this enhanced benefit. Where inaccurate information is provided that leads to overpayment of statutory or occupational entitlements, the employing organisation will have a right to reclaim any overpayment.
Providing deliberately inaccurate information may also lead to the employing organisation taking disciplinary or other action against the employee. The minimum period of notice to book or amend a period of leave shall be eight weeks. This includes notices to vary a previously agreed pattern of leave. An employee can submit a notice to extend a period of leave, end it sooner than previously agreed or consolidate a number of discontinuous weeks in to a single block of leave using a variation notice.
A two-week discussion period between the employee and employer will commence on the date the employee submits the booking notice. The review will look at the requested pattern of leave and discuss possible alternatives. In the limited circumstances where the employer refuses the requested pattern, they will explain the reason for the refusal. The employee cannot be prevented from taking the amount of leave they have requested within that notice, but the employer has authority over how and when it is taken.
This should commence on a date specified by the employee but be no less than eight weeks from the date the original notice was provided to the employer. The employee has five days from the end of the two-week discussion period in which to confirm the date their leave will commence.
In instances where the employee specifies no date, leave will commence on the start date of the first period of discontinuous leave that was originally applied for. ShPP can be claimed following the birth or placement of the child, but not at the same time as the compulsory two weeks of leave following the birth or placement of the child. ShPP is paid at a rate set by the government each year. The maximum entitlement will only apply where either parent has not already received statutory or occupational maternity pay, maternity allowance or statutory or occupational adoption pay in respect of the child.
Full pay is inclusive of any ShPP. The total receivable cannot exceed full pay;. This is irrespective of whether one or both parents are NHS employees as shared parental leave and pay is a joint entitlement.
If such a pay award was agreed retrospectively, the shared parental pay should be re-calculated on the same basis;. If such a pay award was agreed retrospectively the shared parental pay should be re-calculated on the same basis;.
Any days of work will not extend the shared parental leave period. This will enable employees on shared parental leave to work either continuously or on odd days without bringing an end to their shared parental leave and pay. To ensure compliance with Workplace Health, Safety and Welfare Regulations employers must provide suitable rest facilities for workers who are pregnant or breastfeeding.
Facilities should be suitably located and where necessary should provide appropriate facilities for the new or expectant mother to lie down. The employee will return to work on different hours, in the same job. In cases where the employer considers that to enforce this provision would cause undue hardship or distress, the employer will have the discretion to waive their rights to recovery.
Refer to Annex 23 England for further information. The amount of annual leave and public holidays to be taken in this way, or carried over, should be discussed and agreed between the employee and employer. Payment in lieu may be considered as an option where accrual of annual leave and public holidays exceeds normal carry over provisions, providing this would not cause a breach in the Working Time Regulations Antenatal care includes relaxation and parent-craft classes as well as appointments for antenatal care.
Unpaid leave, up to a maximum of six and a half hours per appointment can be accessed. Statutory Maternity, Adoption or Shared Parental pay will be paid regardless of whether they satisfy the conditions in paragraph The following breaks in service will be disregarded but do not count as service. The employee will receive full pay less any statutory paternity pay receivable. Details of the qualifying conditions can be found on www.
Information about health and safety for new and expectant mothers at work can be found on the government website. The service will receive further communication about these in due course. In Scotland, this section should be read in conjunction with the most up to date PIN policies which can be found at www. Any days of work will not extend the maternity leave period. If such a pay award was agreed retrospectively, the maternity pay should be re-calculated on the same basis.
If such a pay award was agreed retrospectively the maternity pay should be re-calculated on the same basis. If it is found, or a medical practitioner considers, that an employee or her child would be at risk were she to continue with her normal duties, the employer should provide suitable alternative work for which the employee will receive her normal rate of pay.
If this is not possible, the employer must provide written, objectively justifiable reasons for this and the employee should return to the same pay band and work of a similar nature and status, to that which they held prior to their maternity absence. The expectation is that an employee on maternity leave would progress through a KSF gateway increment in England and Wales on the due date, if concerns had not been raised about the ability to meet their KSF outline prior to maternity leave.
Payment in lieu may be considered as an option where accrual of annual leave and public holidays exceeds normal carry over provisions. The Health and Safety Executive Guidance recommends that employers provide:. Statutory Maternity Pay will be paid regardless of whether she satisfies the conditions in paragraph These take effect from 1 April It also sets out the arrangements for early retirement on grounds of redundancy and in the interests of the service, for those who are members of the NHS Pension Scheme and have at least two years of continuous full-time or part-time service and two years of qualifying membership in the NHS Pension Scheme.
Non-executive directors of NHS organisations do not qualify. Contracts of employment may be written or verbal, and can be for a fixed period or be continuous. In law, employees have a contract as soon as they start work and in accepting and undertaking the work required they accept the terms and conditions offered by the employer.
To qualify for a redundancy payment the employee must also have at least 2 years of continuous full-time or part-time service. A redundancy payment will only be paid where the employee is dismissed by reason of redundancy.
For the purpose of determining eligibility for redundancy pay, previous continuous employment with different NHS employers may be counted as long as there has not been a break of a week or more measured Sunday to Saturday between any periods of employment. To qualify for early retirement the member of staff must:.
Pensionable membership is service that counts when calculating the value of pension benefits. This may be different from reckonable service for the purposes of a redundancy payment as it can include pensionable service from previous periods of employment with the NHS or another employer, and periods of part-time working.
The amount of reduction is calculated by the scheme actuary and depends on how early the pension has been taken. The employer will use the employee redundancy lump sum payment to pay a contribution to the relevant NHS pension scheme in order to buy-out as much of the actuarial reduction as the value of the redundancy lump sum payment permits.
If the value of the redundancy lump sum payment is not sufficient to buy-out the full reduction, the pension benefits are proportionally reduced by the remainder. Where this is the case, members have the further option to make an additional contribution to the relevant NHS pension scheme in order to buy-out the remaining reduction using their own personal funds. The additional contribution option may only be exercised before the pension is paid. Where appropriate, benefits for practitioner membership may be taken on an early retirement basis with an actuarial reduction or preserved for payment at normal pension1 age2.
Employers should avoid the loss of staff through redundancy wherever possible, to retain valuable skills and experience where appropriate within the local health economy. In considering whether a post is suitable alternative employment, regard should be had to the personal circumstances of the employee. Employees will, however, be expected to show some flexibility. The employment should be available not later than four weeks from that date.
Where this is done, but the employee fails to make any necessary application, the employee shall be deemed to have refused suitable alternative employment. That date will become the revised date of redundancy for the purpose of calculating any entitlement to a redundancy payment under this agreement. Before payment is made the employee will certify that:. See also paragraph Retiring early in the interests of the service is a flexibility available at employer discretion.
In these cases, no redundancy payment is due. In agreeing to retirement in the interests of the service, the employer undertakes to pay the costs of paying the pension and lump sum early. Employers will need to ensure that they exercise this discretion appropriately and will be conscious of the implications of any potential discrimination on grounds of age, gender, gender identity or gender expression, pregnancy or maternity, marriage or civil partnership, race, religion or belief, disability, or sexual orientation.
This might be because of new or expanded duties or a decline in the ability to perform existing duties efficiently but not so as to qualify them for ill health retirement.
Employers would be expected to consider alternatives before agreeing to early retirement, including reasonable adjustments to an existing role or potential suitable alternatives. The scheme does so on the basis of the information provided by the employer. In each case, therefore, an appropriate senior manager should authorise the early retirement, ensuring that the relevant criteria have been met. However, employer contributions to the NHS Pension Scheme do not cover the costs of early retirement benefits in the interests of the service.
There is a requirement for NHS employers to pay these costs if they retire staff early in the interests of the service. Practitioners are general medical and general dental practitioners. These take effect from 1 October Pension changes take effect from 1 December To qualify for a redundancy payment the employee must also have at least weeks of continuous full-time or part-time service. If with more than one NHS employer, there must not have been a break of more than a week measured Sunday to Saturday between employments.
Pensionable membership is membership that counts when benefits are calculated. Their employer will pay the relevant NHS pension scheme a sum equivalent to the capitalised cost of paying the pension and lump sum early; either as one payment or in five instalments.
If the cost to the employer of paying by single payment for early retirement is less than the value of the redundancy payment that the member would have received under Paragraph 8, then the redundant employee will also receive from the employer a redundancy payment equivalent to the difference between the two sums.
The cost to the employer would therefore normally be the same as if the employee had chosen to take a redundancy payment without unreduced early retirement.
However, if the cost of early retirement is more than the redundancy payment due, the employer will pay the additional cost. If the employer chooses to pay in five installments, the employer is responsible for the additional interest charge. Where appropriate, benefits for practitioner membership may be taken on an early retirement basis with an actuarial reduction or preserved for payment at age If a member returns to work after taking their pension, their pension will be abated, if the combined value of their pension and salary is greater than they earned prior to retirement.
This will continue until they reach their normal pension age. See also paragraph 22 about making a claim for a redundancy payment. There is a requirement for NHS employers to pay these costs if they retire staff early on grounds of redundancy or in the interests of the service.
A summary of motoring costs which are taken into account is in annex If the employer withdraws the offer of a lease vehicle in line with the provisions of annex 13 the employee is entitled to the appropriate rates of reimbursement in table 7. It replaces the previous section 17 and all existing national agreements on protection. It applies to all employees on the terms and conditions of service in this Handbook who have been in receipt of the nationally agreed mileage payments.
Where local partnerships of employers and trades unions have agreed alternative arrangements which may take account of local travel policies, e. The employee must inform the employer if there is a change in status. If a particular journey is unusual, in terms of distance or purpose, the mode of travel will be agreed between the employer and employee, before it starts. Where the use of a vehicle is essential to the job the organisation may wish to assist by providing a lease or pool vehicle or a salary advance see annex These rates of reimbursement apply to journeys undertaken on and after 1 July Those rates will apply to all journeys undertaken on and after 1 July Any changes to the standard rate of reimbursement, the reserve rate and the rate for motorcycle users in Table 7, resulting from this review, will apply to all miles travelled from the following 1 July, in line with the provisions in this Section see also Annex Any changes to the standard rate of reimbursement, the reserve rate and the rate for motorcycle users in table 7, resulting from this review, will apply to all miles travelled from the following 1 January, in line with the provisions in this Section see also annex Normally, the miles eligible for reimbursement are those travelled from the agreed work base and back.
However, when the journey being reimbursed starts at a location other than the agreed work base, for example home, the mileage eligible for reimbursement will be as set out in the example in Table 8. Reimbursement of these expenses will be subject to the rule on eligible mileage in paragraph Charges for overnight garaging or parking, however, shall not be reimbursed unless the employee is entitled to night subsistence.
Employers have a duty of care under the Health and Safety at Work Act and related legislation, to ensure that this does not cause a risk to the health and safety of the employee. Employees should not be allowed to carry equipment which is heavy or bulky, unless a risk assessment has been carried out beforehand. When, after the necessary assessment has demonstrated it is safe to carry equipment, an allowance see table 7 shall be paid for all eligible miles see paragraph For those employees using their own vehicles for business purposes and incurring additional costs see paragraph Therefore this section does not apply in NHS Wales and employers there should refer to the revised Section 17 published by the Welsh Government.
Business expenses which may arise, such as the cost of a fax or official telephone calls, may be reimbursed with certificated proof of expenditure. This includes an allowance for meals. No receipts will be required. All payments of this allowance are subject to the deductions of appropriate tax and National Insurance contributions via the payroll system.
Meals allowances are not payable to these employees. Those who continue to stay in non-commercial accommodation will continue to be entitled to the rate set out in paragraph 3 of Annex Day meals allowance rates are set out in paragraph 5 of Annex These allowances are not paid where meals are provided free at the temporary place of work.
An employee shall certify accordingly, on each occasion for which day meals allowance is claimed but a receipt is not required. To claim an evening meals allowance an employee would normally be expected to be away from base for more than ten hours and unable to return to base or home before pm and as a result of the late return is required to have an evening meal.
Employees may qualify for both lunch and evening meal allowance in some circumstances. There will be occasions where, due to the time of departure, there will be the necessity to take a meal but the conditions relating to the time absent from the base are not met.
This, and any other exceptions to the rules, may be allowed at the discretion of the employer. It will be for the employer to determine who will be entitled and in what circumstances. The following set of principles have been developed and agreed by the NHS Staff Council in partnership to support the service in England in operating the scheme. Local partners are asked to use these principles in developing local schemes.
MAR is not a redundancy1 or a voluntary redundancy, which would currently be covered by Section 16 or Section 16 a England. Severance payments should not be made where the circumstances entitle an employee to a contractual redundancy payment or redundancy benefits under the NHS Pension Scheme Regulations. As there may be significant financial implications for the employee, employers can support the decision making process by assisting individuals with understanding these implications.
Employees may wish to augment this by seeking advice from a regulated financial advisor. Criteria must not give rise to unlawful discrimination. When making a decision regarding an application, an organisation will need to be able to demonstrate that there is a sound business case for the MAR and that it has acted fairly, in line with its own equal opportunities policy.
This is to ensure that public monies are spent appropriately and due consideration is given to all the alternatives available to an organisation when assessing the business case for any application under a MARS.
If the job is at a lower salary then the repayment would be reduced accordingly. The settlement agreement should specify the requirements for repayment in such circumstances. In line with current good practice, consideration will need to be given to whether an employer is able to demonstrate:.
This would set out the financial and all other terms on which the employment relationship will end. When determining payment rates employers should take into consideration the relative costs of alternatives to a MAR. The amount should be sufficiently attractive to incentivise applications for the scheme, taking into account the level at which the minimum rate is set.
Payments will need to be consistent and transparent and reflect the needs and objectives of the organisation. Changes as part of the Finance Act came in to force from 1 April , and further changes come in to force from 1 April Professional advice on the individual circumstances of each case will need to be considered by both parties.
Policies should be reviewed on a regular basis and use of the policy monitored. It is recommended that local staff side organisations should be involved in any agreed communications strategy.
It also makes provision for the protection of pay in certain circumstances. It does not confer an additional period of sickness absence entitlement to eligible employees. The injury, disease, or other health condition must have been sustained or contracted in the discharge of the employee's duties of employment or an injury that is not sustained on duty but is connected with or arising from the employee's employment.
In all cases the employer should use the civil burden of proof - "on the balance of probability" more likely to than not - to determine the outcome. Where the employee disagrees with the employer's decision then they are entitled to appeal the decision through local grievance procedures see paragraph This calculation will include any contributory state benefits received by the employee to 85 per cent of pay as defined in paragraph All other benefits or payments received should be ignored.
Timely notification will ensure that overpayments of injury allowance are not made. Employers will require repayment when an overpayment is made. See also Annex 26 for details of phased return arrangements. Where recovery is necessary employers should take into account the period of time the overpayment was in place when agreeing the programme of repayments.
For employees not covered by the NHS Terms and Conditions of Service Handbook or who are no longer working for an NHS employer, the provisions in this Section will apply as specified in individuals' contracts of employment and should be read alongside the relevant contractual documents.
The NHS Staff Council is aware that employers in the NHS show compassion in circumstances where staff, who are parents, experience the death of a child. The provisions below are designed to set out a minimum national standard of leave and pay in these circumstances.
These provisions do not prevent employers from exercising their local flexibility to provide leave and pay beyond these provisions. For the purpose of this Section, a bereaved parent is anyone who had responsibility as one of the primary carers for a child who is now deceased. For example, this may include grandparents who have had caring responsibilities for a child, or instances where someone other than the biological parent is the primary carer this could be the case where the parents of the child have separated.
Many employers will have a scheme for compassionate leave and details should be included in your contract or company handbook. If the situation is not covered by any scheme then you can still ask your employer for the time off, although they do not have to agree to your request.
It's unfair of your employer to refuse you reasonable time off to deal with an unexpected event involving a dependant. It's also unfair to dismiss or penalise you by not giving you promotion, training or the use of facilities you'd normally be offered. If you're dismissed, made redundant or penalised because of the right, or you are refused reasonable time off, you can complain to an Industrial Tribunal. If your complaint is successful the tribunal may make an order for you to receive compensation, be re-employed or re-instated.
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