Leave for Personal & Family Reasons plus Other Special Leave Policy
1. Statement of Policy
This policy should be read in conjunction with the Leave for Personal & Family reasons plus other special leave guidance document.
The aim of this policy is to consolidate information on leave and time off entitlements which are otherwise referred to separately in policy documents, conditions of service and police regulations. This should assist managers and staff to quickly identify leave and time off entitlements.
Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.
2. Policy Scope
Dyfed-Powys Police recognises that many of its workforce have to balance the demands of working for the Police Service with their home/family commitments.
This policy summaries the different types of leave and time off that officers and staff are entitled to receive.
This policy applies to Officers and Staff, and it does not form part of staff terms and conditions of employment and may be subject to change at the discretion of Chief Officers.
2.1 The categories of Family & Personal Leave, include: -
- Maternity, Paternity, Adoption & Shared Parental Leave
- Parental Leave
- Leave to undertake Fertility Treatment
- Time off for Dependants, including hospitalisation.
- Compassionate Leave
- Parental Bereavement Leave
- Attending Doctor & Dentist Appointments
- Medical screening appointments
- Time off for attending hospital appointments.
- Disability Leave
- Study Leave
- Unpaid Leave
- Carers Leave
- Neonatal Leave
2.2. Other leave categories, include the following: -
- Trade Union and Staff Association Duties
- Attending Interview & Selection Processes
- Attendance at Flint House.
- Jury Service
2.3 Categories of Special Leave, include the following: -
- Public Duties
- Police Sporting Competitions
- Reservists
3. Powers and Policy/Legal Requirements
This policy has been created in line with employment law legislation and guidance and following consultation with staff associations and support networks.
An Equality Impact Assessment (EIA) form has been completed.
The following internal documents directly related to this policy: -
- Leave for Personal & Family reasons plus other special leave guidance document.
- The Police Staff Pay & Conditions of Service Handbook dated November 2021.
- The Maternity, Paternity, Adoption Leave policy.
- The Shared Parental Leave policy
4. Options and Contingencies
The Code of Ethics is relevant to this policy and the associated guidance document.
Ethical policing requires -
- Courage
- Respect and Empathy
- Public Service
5. Take action and review.
This policy and the associated guidance document will be monitored by the People & Organisation Development department and reviewed periodically.
The documents will be monitored to ensure that they are fit for purpose, changes to legislation and national guidance and any challenges to the policy.
Any amendments to this policy and the associated guidance document will be completed by People & Organisation Development and implemented through the People, Culture and Ethics Board.
The purpose of this policy is to consolidate leave and time off entitlement in order to provide consistency for staff and managers.
CODE OF ETHICS CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.
HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.
EQUALITY IMPACT ASSESSMENT
Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.
The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:
- eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.
Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty.
EQUALITY IMPACT ASSESSMENT COMPLETED: November 2024