Options For Working Parents if Your Child is Sick
Guidance for parents – and for employers supporting them
It’s one of the most common concerns we hear in our parental transition coaching and workshops: “What happens when my child is sick?”
Whether you’re a parent returning to work after leave or a People/HR leader shaping your family-friendly policies, this scenario comes up more often than you might think. Children, especially when starting nursery or school, are more susceptible to bugs, and it’s important for both individuals and organisations to know how to respond.
At Parent and Professional, we support both sides of this conversation, so that no parent feels caught out, and no manager feels unsure of what to do next.
Know Your Options: What Parents Need to Consider
If your child is unwell, your first step as a working parent is to:
- Check your company’s parental or absence policy, as entitlements vary by country and employer.
- Speak to your line manager as early as possible to explore both formal and informal options.
In most countries, there are typically two types of leave that may apply:
- Parental or family leave to care for a child
- Emergency leave to manage unexpected situations
The specifics will vary—below, we share examples based on UK statutory guidance to illustrate how this can work in practice.
- Parental Leave (Example: UK Statutory)
In the UK, employees who have worked for at least a year are entitled to unpaid parental leave:
- Up to 18 weeks of leave per child, to be used before the child turns 18
- Can be used to care for a sick child, settle them into school, or manage family responsibilities
- Typically, only 4 weeks per year can be taken per child
- Time off must usually be taken in full-week blocks, unless agreed otherwise
- 21 days’ notice is required, though it doesn’t need to be in writing unless requested
- Leave is unpaid, though some employers may choose to offer paid schemes
✍️ For Employers: Offering flexibility around how this leave is used, especially for part-time employees or short-term needs, can make a big difference in how supported parents feel.
2. Emergency Leave for Dependants (Example: UK Statutory)
In many countries, employees are allowed to take time off when a dependant, such as a child, partner, or close relative, faces an emergency.
Under UK law, this includes situations like:
- A child falling ill suddenly
- An unexpected school or nursery closure
- A breakdown in regular childcare (e.g. a nanny or carer unable to work)
- A dependant being involved in an incident at school or home
Key points in the UK:
- The law allows a “reasonable amount of time off”, depending on the nature of the emergency
- This leave is usually unpaid, though some employers offer pay at their discretion
- You cannot use it for planned situations, like pre-booked appointments
- There’s no limit on the number of times you can take emergency leave
- You must notify your employer as soon as possible, though formal written notice is not required
✍️ For Employers: Make sure your line managers know how to respond calmly and constructively when an emergency arises. Clear internal processes can reduce stress for everyone. Visit our page inclusive leadership for more guidance.
Supporting a Family-Friendly Culture
Regardless of the country or policy specifics, a supportive response matters. When parents know they have options, and when employers respond with clarity and care, everyone benefits.
✅ For Parents: Speak up early, even if you’re not sure what your options are.
✅ For Employers: Go beyond statutory minimums where you can, and make support visible and accessible.
Final Thought
There’s no perfect time for a child to fall ill, but when it happens, knowing your options makes a huge difference. For working parents, it’s about being able to respond with calm and confidence. For employers, it’s a chance to show that you care, and that your policies reflect real-life challenges.
👉 Want to support working parents more effectively?
Contact us to explore how our coaching and programmes can help individuals and organisations navigate everyday family needs with confidence.