Force majeure leave
(updated August 2015)
Employees may avail of Force Majeure Leave with pay for unplanned, emergency y reasons, where an immediate family member suffers an illness or injury and the employee’s immediate presence with the injured party is absolutely indispensable.
Force Majeure Leave is to a maximum of 3 days in a consecutive 12-month period and a maximum of 5 days in a 36 month period. Absence for part of a day is counted as one day of Force Majeure Leave. Family members are defined as:
Force Majeure Leave will only apply in cases where the employee’s personal presence is indispensable. If an alternative person (other family member, friend, babysitter) can be found to deal with the situation then this will not apply.
Procedure
Where possible, an employee should contact their Manager, or another Manager where their own Manager is not available, to notify the Organisation of their absence as soon as possible.
A written application should be obtained from the employee setting out the duration of, and reasons for the leave on their return to work. At this point the Organisation can consider the request and notify the employees if their application for Force Majeure Leave has been successful.
Employees may avail of Force Majeure Leave with pay for unplanned, emergency y reasons, where an immediate family member suffers an illness or injury and the employee’s immediate presence with the injured party is absolutely indispensable.
Force Majeure Leave is to a maximum of 3 days in a consecutive 12-month period and a maximum of 5 days in a 36 month period. Absence for part of a day is counted as one day of Force Majeure Leave. Family members are defined as:
- Child/Adoptive Child of the employee
- Spouse or Partner
- Brother/Sister of the employee
- Parent/Grandparent of the employee
- A person with whom the Employee is in a relationship of domestic dependency including but not limited to, same sex partners.
Force Majeure Leave will only apply in cases where the employee’s personal presence is indispensable. If an alternative person (other family member, friend, babysitter) can be found to deal with the situation then this will not apply.
Procedure
Where possible, an employee should contact their Manager, or another Manager where their own Manager is not available, to notify the Organisation of their absence as soon as possible.
A written application should be obtained from the employee setting out the duration of, and reasons for the leave on their return to work. At this point the Organisation can consider the request and notify the employees if their application for Force Majeure Leave has been successful.
