Study leave in the UK is not a statutory right for most employees — but it is widely offered, particularly in regulated professions like healthcare, law, teaching, and accounting. For employees under 18, the Employment Rights Act 1996 provides a limited right to request time off for study or training leading to a relevant qualification. For everyone else, study leave depends entirely on the employer’s policy, contractual terms, or sector-specific agreements.
If you are an employee wondering what you can ask for, or an HR manager building a study leave policy, here is what the law says and how different sectors handle it.
This article is general information, not legal advice. Check your employment contract, company handbook, or professional body rules for your specific entitlements.
Key Takeaways
- Study leave is not a statutory right for most UK employees, though it is common in employment contracts and sector agreements (ACAS: Training and development).
- Employees aged 16–17 (and some 18-year-olds) have a right to request time off for study or training under section 63A of the Employment Rights Act 1996, but the amount of time off must be “reasonable.”
- NHS foundation doctors get 15 days per year, all other NHS trainees get 30 days per year with study leave funding (BMA: Study, professional and special leave).
- Teachers are entitled to reasonable time off for professional development under the Education (School Teachers’ Pay and Conditions) Order.
- Typical employer study leave policies offer 5 to 15 paid days per year and a training budget of £500 to £3,000.
What Does the Law Say About Study Leave in the UK?
The UK does not have a general statutory right to study leave for the adult workforce. Most employees have no automatic legal entitlement to time off for education or professional development — it is a contractual or discretionary benefit.
There are two exceptions worth knowing:
Section 63A: Time Off for Young Workers (Aged 16–17)
Under section 63A of the Employment Rights Act 1996, employees aged 16 or 17 who are not in full-time education and have not yet achieved a prescribed standard of achievement are entitled to take reasonable time off for study or training leading to a relevant qualification.
This right also extends to employees who turned 18 while already undertaking such study or training. The amount of time off is what is “reasonable in all the circumstances,” taking into account the requirements of the course and the impact on the employer’s business.
Importantly, this right does not extend to most workers aged 18 and above. For employees over 18 (and over 25, under the older section 52 provisions which now apply only to redundancy situations), any study leave is a matter of contract or employer discretion.
Sector-Specific Statutory and Contractual Rights
While the general statute is narrow, several sectors have established study leave entitlements through professional agreements, collective bargaining, or regulatory requirements:
- NHS medical and dental trainees — entitled to study leave under the NHS Terms and Conditions of Service Handbook, with Foundation Year 1 doctors receiving 15 days per year and all other trainees receiving 30 days per year (BMA: Study leave entitlements).
- NHS consultants — entitled to 30 days of study and professional leave within each three-year period, with pay and expenses.
- SAS doctors (Specialty Doctors and Associate Specialists) — up to 30 days of study and professional leave within any three-year period.
- Teachers — entitled to reasonable time off for professional development under the Education (School Teachers’ Pay and Conditions) (England) Order, though the amount is not specified in days.
- Trainee solicitors — entitled to study leave under the Solicitors Regulation Authority (SRA) training framework for the SQE and qualifying work experience.
NHS Study Leave: How It Works in Practice
The NHS is the largest formal study leave system in the UK. Here is how the entitlements break down:
| Grade | Annual Entitlement | Funding |
|---|---|---|
| Foundation Year 1 | 15 days | Local deanery budget |
| Foundation Year 2 and above | 30 days | Local deanery budget |
| Consultants | 30 days per 3-year cycle | Employer-funded |
| SAS doctors | 30 days per 3-year cycle | Employer-funded |
NHS study leave covers formal learning that meets curriculum requirements, including regional educational events, conference attendance, exam preparation, and courses related to personalised training objectives. Study leave is granted flexibly and tailored to individual needs, but requests in excess of the standard allowance are considered on a case-by-case basis.
A few practical details that trip people up:
- Pro rata for part-time. If you work less than full time, your study leave entitlement is calculated on a pro rata basis. However, your funding allocation may remain the full year amount.
- No carry forward. Unused study leave days generally do not carry forward from one training year to the next, though some deaneries (such as Wales) have introduced limited roll-over of funding.
- Time off in lieu. If study leave falls on a non-working day (such as a weekend), you are entitled to a day off in lieu. This must be agreed with your educational supervisor and service manager.
- Parental leave. Your study leave entitlement continues during parental leave. You can take it during keeping-in-touch days or it accrues to be taken later.
What Employers Typically Offer (Non-NHS)
Outside the NHS, study leave is entirely at the employer’s discretion. A typical study leave policy for a UK company looks like this:
| Policy Element | Typical Range |
|---|---|
| Paid study leave days per year | 5–15 days |
| Unpaid study leave | At employer discretion |
| Notice required | 2–4 weeks before the course or exam |
| Course relevance requirement | Must relate to current role or career path |
| Repayment clause | If employee leaves within 12–24 months |
| CPD points requirement | Common in regulated professions |
| Annual training budget | £500–£3,000 per employee |
The most generous policies combine paid study leave days, a training budget, and access to exam materials. Some employers also allow flexible scheduling — for example, studying during work hours on a reduced-load basis.
Repayment Clauses
If your employer pays for your course or qualification, they may include a repayment clause in your contract. This typically requires you to repay some or all of the training costs if you leave within a set period after completing the qualification — commonly 12 to 24 months. The repayment amount usually decreases over time (for example, 100% if you leave within 12 months, 50% within 24 months).
Check your contract before committing to a course. A repayment clause does not mean you should not take the training — it means you should factor the commitment into your career planning.
How to Request Study Leave
If you want to request study leave from your employer, here is what works:
- Check your contract and handbook first. Look for any existing study leave policy, training provisions, or time-off-for-training clauses. If a policy exists, follow its procedures.
- Explain the business case. State what you want to study and why it benefits your role, your team, or the company. Tie the request to your professional development goals or a required qualification.
- Provide dates and a schedule. Include the exact days you need off, the course structure, and any exam dates. This shows you have planned it, not just dropped a request.
- Propose how your work will be covered. Suggest a plan for your responsibilities during the leave. This makes it harder for the employer to refuse on operational grounds.
- Put it in writing. Even if your company has a formal process, a written request creates a record. If the employer refuses and you are under 18, they must provide a reason under the Employment Rights Act 1996.
Who Pays for Study Leave?
The cost question depends on the sector and the employer’s policy:
- Employer pays everything — salary, course fees, exam fees, and materials. This is standard in the NHS, Big Four accounting firms, and Magic Circle law firms.
- Shared cost — the employer pays a training budget or covers exam fees, but the employee pays for materials or travel. This is common in mid-sized companies.
- Employee pays everything — the employer grants unpaid study leave, and the employee covers all costs. This is the minimum for employers who offer any study leave at all.
- Government support — in some cases, the UK government funds training through schemes like the Apprenticeship Levy or the National Skills Fund, which can cover course fees for eligible employees.
Frequently Asked Questions
Is study leave a legal right in the UK?
For most employees, no. Study leave is not a statutory entitlement for the general workforce. However, employees aged 16–17 have a right to request time off for study or training under section 63A of the Employment Rights Act 1996, and some sectors — NHS, teaching, law — have specific study leave provisions in their terms and conditions.
Can my employer refuse my study leave request?
Yes, if you are over 18 and there is no contractual entitlement. If you are under 18, the employer can still refuse, but the time off granted must be “reasonable in all the circumstances.” A refusal is more likely to succeed if the employer can demonstrate the training is not relevant to your role or the business’s needs.
Does my employer have to pay me during study leave?
Not unless your contract, a collective agreement, or sector-specific terms say so. The Employment Rights Act 1996 does not require payment during study leave for employees over 18. Many employers, particularly in regulated professions, do offer paid study leave as a benefit.
What happens if I leave after using study leave?
If your employer paid for your course, they may enforce a repayment clause requiring you to repay some or all of the training costs. This is usually time-limited — for example, you repay 100% if you leave within 12 months, 50% within 24 months. Check your contract for the exact terms.
Can I study part-time while working full-time?
In most cases, yes. Many study leave policies allow employees to take time off on a part-time basis — for example, one day per week during term time — rather than a block of leave. This is common in professional training contracts and is often the most practical arrangement for both the employer and the employee.
Making Study Leave Work for Your Team
A clear study leave policy helps you attract talent, retain skilled employees, and meet professional development requirements — without surprises. Track study leave balances, repayment clauses, and qualification milestones in one place.
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