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A risk assessment may need to repeated or reviewed as the pregnancy develops. It is important to note that pregnancy is not a static condition. These rights apply regardless of how long you’ve worked for your employer. If you believe they are being unreasonable or are treating you unfairly, contact us for further advice.Īll employers are required by law to assess risks to the health and safety of their employees whilst at work. When to contact the RCNĭiscuss the issues with your manager and look at your local policy. You may be able to come to an arrangement with your employer by taking another form of leave, such as carer's leave, changing your shifts or going unpaid for a period of time. You cannot request time off for dependants if you know in advance that a problem may arise. You will need to make other arrangements if you want to stay off work longer to care for them yourself. For example, if your child falls ill you may take off time to deal with their initial needs such as taking them to the doctor and arranging for their care. You are entitled to take as much time as you need, provided it is a real emergency. If the employer does not have any local policy, discuss options with your manager such as working the time back, taking annual leave, parental leave or going unpaid for a short period. Your employer may have a ‘carer's leave' policy that entitles you to a limited amount of paid time off a year to deal with emergency situations. Whether you will receive pay depends on your local policy or your employment contract. The right to time off for dependants does not include a statutory right to pay. What about pay during time off for emergencies? Others who rely solely on you for help in an emergency may also qualify. 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 dependent.Ī dependent may be a husband, wife or partner, child or parent, or someone living with you as part of your family.