Family-care leave is a separate scheme from annual leave and is generally unpaid. Check the reason, covered family and combined care-leave records.
Identify the scheme
Article 22-2 of the Equal Employment Opportunity and Work–Family Balance Assistance Act covers urgent family care for illness, accident, old age or childcare. The ordinary allowance is up to ten days annually, usable in daily units and included within the annual family-care leave-of-absence limit. It is generally unpaid unless a more favorable paid arrangement applies. Do not substitute public-servant or company welfare rules for this scheme.
Check covered relationships, exceptions for grandparents and grandchildren, and any applicable special extension. Serious disruption to normal business operations may lead to timing changes through consultation. An absence request does not automatically establish every eligibility condition.
Fill in a practical checklist
| Item | Record |
|---|---|
| Person receiving care | Relationship and actual care needed |
| Reason and dates | Qualifying reason and requested days |
| Earlier use | This year’s family-care days and longer care absence |
| Pay status | Statutory unpaid leave or a separate paid rule |
| Handover | Work coverage and communication needs |
| Request history | Submission, response and any timing consultation |
Worked balance: five days remaining
Example · Assume only the ordinary limit applies
- Earlier use of two days plus three days totals five. Ten − five = five remaining days.
- A further two days leaves three; another three leaves zero.
- Two relatives needing care do not automatically double the individual annual allowance.
- If longer family-care absence was used, reconcile how the shorter leave is included in its limit.
Keep a date-by-date record. Check that the same date was not deducted from both annual leave and family-care leave.
Ask about pay and evidence separately
Two unpaid days do not establish a universal monthly-pay ÷ 30 × 2 deduction. Ask for the wage rule, affected allowances, insurance and attendance treatment. Confirm what evidence is needed and its required scope; avoid unnecessary disclosure of family medical records. If the employer offers paid support, clarify how its use relates to statutory days.
Application wording
“I request family-care leave on these dates for urgent care. Please confirm my recorded annual use, remaining days after this request, the unpaid-pay calculation and required evidence. If timing needs adjustment, please explain and discuss alternatives.” This is reference information, not legal advice. Historical pandemic support does not establish current general paid support.