Hi All,
As some of you may remember, my lad Archie, who will be 2 in September was born with Cystic Fibrosis.
My employer, as a whole, have been extremely supportive. Where there has been the odd day here and there, where we have had tri-monthly check ups and reviews, they have been relaxed about me being off with no need for booking it.
However, we received the news last week that he has picked up an infection which will require a stay (with me) in Great Ormond Street so that he can undergo intravenous treatment.
My company have this week told me that I need to book it off as annual leave which straight off the bat I have find a bit of a punch in the stomach as thankfully this is the first admission that’s a period of time.
I suppose I am a disappointed in the first instance that there hasn’t even been a middle ground suggested what with the company knowing what the situation is with Archie and again, I really feel like we haven’t taken the pee.
I suppose I am looking for some advice or anything any of you guys may be aware from an employment law perspective. Obviously I appreciate that most of these situations will be dependant on what your contract states.
Comments
I recall a colleague in a previous job years ago getting several Friday afternoons (or it might have been just part-afternoons but may have been every Friday) a month to travel with his girlfriend to see her mum who live oop north somewhere as her mum had terminal cancer. But I also recall this was for months, maybe even a year and people commented that whilst they understood why it was given and were sympathetic, over an extended period it was a lot of cumulative paid time off. It was a nice gesture by the employer but maybe they envisaged it would only be for a short period.
I think the polices come about because it is so difficult to be fair to everyone. Your situation is clearly very challenging and tough for you but from experience, there may be colleagues with slightly less challenging but nonetheless still somewhat challenging circumstances who will ask for the same. SO it is hard for the employer/line manager to be fiar to everyone.
I recall another ex-colleague (at my previous place) who was off for 2 weeks after his wife's mother died then for another 2 weeks. When he asked for more time off, his line manager who was an absolute lioness re supporting her team and doing all she could for their well being said he would have to take annual leave or unpaid leave as he had already had the extended amount. He was unimpressed and just went sick.
Can you maybe offer to make some of the time up so there is a compromise?
Hope it all goes well and that others on here can help with guidance - is there anything under the Disability Act regarding reasonable adjustments when a child has a disability/illness like CF?
They might be interested in getting good publicity?
if the employer has been generously accommodating up to now you may have a sympathetic ear with whom this can be discussed
This decision might be disappointing but your employer is under very little obligation - they always also have to consider precedent with other and future employees.
Can you do any of your work remotely? Would any of this be possible in the long hours at the hospital? Are there any existing flexible working arrangements within which you can make up some of the time later?
ACAS will not say anything (of import) that hasn't already been covered on this thread.
I have sought and got good advice from Carers UK, https://www.carersuk.org/help-and-advice/work-and-career/your-rights-in-work/your-right-to-parental-leave/ albeit not about paternity leave. Good luck