Last time I wrote about emergency leave. A short-term leave that you are entitled to if you are in need and have to temporarily take a break from work to arrange things. But suppose your child has a bad flu and cannot go to school for a few days. This means that you then have to look at all options again to see if your child can be cared for. But if that doesn't work and you have to stay at home yourself, there is also a possibility of leave to which you are entitled. You can then request short-term care leave from your employer.
Short-term care leave is intended to provide necessary care for a few days to (foster) children (or partner or parent). This leave can be taken several times a year with a maximum of 2 times the number of hours that someone works per week. For example, someone with 28 hours per week may record a maximum of 56 hours per year.
The employer may not refuse this request, unless the leave causes serious problems for the organization. In addition, the employer is obliged to pay at least 70% of the salary and at least the minimum wage. Any collective labor agreement may include agreements on how short-term care leave will be dealt with within the organisation. So check the collective labor agreement or the personnel handbook to be sure. You also accrue vacation days during the leave. Once the leave has started, your employer may no longer stop it. The employer can, however, ask for a doctor's bill or confirmation of appointment for a medical examination, which you must then take care of.
Have you ever made use of your right to short-term care leave, and were you even aware of its existence? Many employees are not informed by their employer that they have these rights, but are forced to take a day off, for example. Completely unjustified, of course.
What are your rights during long-term leave? You can read that in this article!
