During seasonal illness outbreaks, working parents often face the challenge of caring for sick children while managing job responsibilities. Parents are entitled to up to 3 days off annually for this purpose, with potential extensions under certain conditions. These days off are unpaid, but they do not affect the accrual of paid leave. A medical certificate is required to validate the absence; otherwise, the leave may be deemed unjustified.
Understanding Sick Child Leave Rights
During the peak of seasonal illnesses, many parents find themselves in a tough spot, having to unexpectedly keep a sick child at home. Whether it’s the flu, a cold, or gastroenteritis, various viruses can take a toll on our little ones. But what about the working parents who need to care for them while managing their professional obligations? Balancing work and family life can be challenging, especially when responsibilities pile up.
How Many Days Off Can You Take?
To help navigate these challenges, parents are entitled to take days off to care for a sick child. Similar to regular paid leave, the law allows parents to take a specified number of days off to care for their sick child, and these requests cannot be denied by employers. Each year, parents of children under 16 years old can avail themselves of up to 3 days off. However, collective agreements may extend this duration in exceptional cases. For parents with children under 1 year old or those who have at least three dependent children, this can be increased to 5 days per year. It’s essential to remember that these days off are a right that employers must honor, as long as the request is justified.
Keep in mind that taking these leaves will be unpaid, meaning you won’t receive a salary during your time away from work. However, your entitlement to paid leave remains intact, allowing you to continue accruing those days as usual.
To qualify for this leave, your child must be under the age of 16 and dependent on you. It’s important to note that you cannot take leave for a child who is not part of your family. Additionally, you must be in a regular work situation, holding a valid residence permit if you are a non-national. Remarkably, you do not need to have a long tenure at your job to utilize this leave; even if you’re in a trial period, you still can take time off for a sick child, provided you have the necessary justification.
When requesting these days off, a medical certificate from your child’s doctor is crucial to validate your absence with your employer. If you decide to care for your sick child without consulting a healthcare professional, your absence may be deemed “unjustified,” which could lead to your employer rejecting your leave request. In such cases, you can still opt for a paid leave day (RTT).