Jury service leave UK: an employer's practical guide

An employee called for jury service must be allowed time off and must not be discriminated against for attending. Jury service usually lasts up to ten working days, but a trial can run longer.

Ask for the summons dates and plan initial cover. Do not promise customers or colleagues a fixed return date that depends on the court releasing the employee.

There is no general requirement for the employer to pay salary during jury service, although many employers do. Follow the contract or policy and explain whether salary continues, is stopped or is topped up.

If salary is not continued, the employee may claim a loss-of-earnings allowance from the court and the employer needs to complete the relevant certificate. Employers cannot reclaim wages they choose to pay or business losses caused by the absence. Follow payroll guidance for any top-up.

If the absence would seriously harm the business, the employer can ask the employee to seek a deferral and provide a letter explaining why. The employer cannot simply cancel the summons.

Check the rules and process in the relevant jurisdiction. Keep the original absence plan in place until the employee receives confirmation of a changed date.