No advance notification is required to be given by the employee except in those cases where it is possible for the employee to give at least twenty-four hours notice of an event which is to take place, and which requires the absence of the employee from the place of work for urgent family reasons.

The employer has the right to establish the maximum number of hours of time off from work in each particular case. However, the minimum time should not be less than one hour per case unless there is the specific agreement of the employee.

Yes. The employer has the right to demand such evidence as may be necessary to verify and confirm the request for urgent leave by the employee.

A full-time employee is entitled to 32 hours urgent family leave per year. Part-time and full-time working reduced hours employees are entitled to urgent family leave on a pro rata basis. Pro rata means the proportion that the weekly number of hours for which the part-time employee is engaged bears to the number of weekly hours, excluding overtime, of a comparable whole-time employee.

Urgent leave is paid by the employer as it is taken from the employee’s annual vacation leave and sick leave entitlement.

No. Out of the 32 hours urgent family leave to which a full-time employee is entitled to, the first 16 hours taken as urgent family leave are deducted from the annual vacation leave entitlement of the employee. The second 16 hours taken as urgent family leave are deducted from the annual paid sick leave entitlement of the employee.