Life doesn’t always go to plan. Sometimes, unexpected events arise that leave you needing time off at short notice. While many workplaces have policies for emergency leave, some employees may need to use annual leave to cover urgent situations.
But what counts as an emergency? And what are your rights when requesting emergency annual leave?
Here’s what you need to know.
1. What is emergency annual leave?
“Emergency annual leave” isn’t a formal legal term—it simply refers to using your paid holiday entitlement at short notice to deal with an urgent situation.
Unlike compassionate leave or statutory time off for dependants (which may be unpaid or discretionary), annual leave ensures you continue to be paid while away from work.
Employers are not legally required to approve last-minute annual leave requests, but many will try to accommodate urgent needs where possible.
2. Common reasons for emergency annual leave
Employees may request emergency annual leave for situations such as:
- A sudden family crisis (such as needing to care for an ill relative or attend a family emergency)
- A breakdown in childcare or eldercare arrangements
- Unexpected personal emergencies (e.g. serious home damage, theft, flooding)
- Needing to travel urgently for family matters abroad
- Short-notice medical or legal appointments that can’t be rearranged
In some of these cases, other types of leave (such as unpaid time off for dependants) may apply, but employees may prefer to use annual leave to avoid losing pay.
3. How is emergency annual leave different from other emergency leave?
You may be legally entitled to time off for dependants in certain emergencies, such as:
- Arranging care for a sick or injured dependant
- Dealing with a breakdown in care arrangements
- Attending a dependant’s funeral
However, this leave is usually unpaid unless your employer chooses to pay you.
By requesting annual leave instead, you ensure your time off is paid—but you’re using your holiday allowance to cover it.
4. Does an employer have to approve emergency annual leave?
Employers are not legally obliged to approve annual leave requests at short notice, even in emergencies. Approval depends on:
- Staffing levels
- Operational needs
- Your employer’s holiday policy
However, many employers will try to be flexible in genuine emergencies, especially if the request is reasonable and you’ve communicated promptly.
5. What if annual leave is refused in an emergency?
If your employer declines your annual leave request and unpaid emergency leave isn’t an option, you may need to:
- Request unpaid authorised absence
- Use any time off in lieu (TOIL) if available
- Negotiate a flexible arrangement, such as swapping shifts or working from home temporarily
Taking unauthorised absence could lead to disciplinary action, so always discuss options with your manager or HR if possible.
6. Plan ahead where possible
While emergencies are by nature unpredictable, if you know in advance that you may need time off (for example, due to an upcoming family situation), it’s best to:
- Give as much notice as possible
- Speak to your manager early
- Review your employer’s policy on emergency leave and annual leave requests
Good communication improves the chances of flexibility.
In summary
“Emergency annual leave” refers to using your paid holiday entitlement at short notice for urgent, unforeseen situations. While there’s no legal right to have it automatically approved, many employers aim to be reasonable where emergencies occur.
If other types of leave (such as time off for dependants or compassionate leave) aren’t available or paid, using annual leave can help avoid losing pay.
At Offdays.co.uk, we’re here to help you understand your leave options and navigate workplace policies. Explore more of our articles for practical advice on making the most of your time off.