Study Leave Explained: Definition, Eligibility & How It Works

Study leave is time off from work that an employee uses to attend classes, sit exams, complete coursework, or pursue professional qualifications related to their role or career development. In the UK, study leave is not a statutory right for most workers, but it is widely offered — particularly in sectors like healthcare, education, law, and accounting — where professional qualifications are essential.

Whether you are an employee trying to understand what you can ask for, or an HR manager building a study leave policy, here is what you need to know.

This article is general information, not legal advice. Check your employment contract, company handbook, or union agreement for your specific entitlements.

Key Takeaways

• Study leave is not a statutory right for most UK employees, though it is commonly included in employment contracts and collective agreements (ACAS: Training and development).
• Some regulated professions — medicine, teaching, law — have sector-specific study leave provisions enforced by professional bodies or union agreements.
• Employers who offer study leave typically set conditions around course relevance, notice periods, and repayment clauses if the employee leaves shortly after qualifying.
• Study leave may be paid, partially paid, or unpaid depending on the employer and the type of course.
• Under UK law, employees aged 16–24 may be entitled to time off for study or training under the Employment Rights Act 1996, but only if the training is necessary for employment.

What Is Study Leave in the UK?

Study leave is a formal arrangement where an employer grants an employee time away from their usual duties to pursue education or training. It can range from a few hours per week for a part-time course to several weeks for intensive study or exam preparation.

In practice, study leave most commonly appears in:

• Healthcare — junior doctors, nurses, and allied health professionals receive study leave as part of NHS terms and conditions.
• Education — teachers and lecturers are often entitled to professional development days and study leave for qualifications like a Postgraduate Certificate in Education (PGCE) or National Professional Qualification (NPQ).
• Law — solicitors and barristers need study leave for the Solicitors Qualifying Examination (SQE), the Bar training course, and continuing professional development (CPD).
• Accounting and finance — ACCA, CIMA, and ICAEW training contracts typically include study leave for exam preparation and revision courses.

Statutory Study Leave: What Does the Law Say?

The UK does not have a general statutory right to study leave for most workers. However, there are some specific provisions:

Time Off for Study or Training (Employment Rights Act 1996)

Under sections 52–57 of the Employment Rights Act 1996, employees aged 16–24 have a right to request time off for study or training. The employer must:

• Agree to the request if the training is necessary for the employee to carry out their job, or if it will improve their effectiveness and the performance of the business.
• Give a reason in writing if they refuse the request.

However, the employer is not required to pay the employee during this time off, and the right is limited to employees under 25. For employees over 25, any study leave is a contractual or discretionary benefit.

Sector-Specific Statutory Provisions

Some sectors have explicit study leave rights in law or regulation:

• NHS employees are entitled to study leave under the NHS Terms and Conditions of Service Handbook, with a minimum of 10 days per year for most clinical staff.
• Teachers in England and Wales are entitled to reasonable time off for professional development under the Education (School Teachers’ Pay and Conditions) (England) Order.
• Trainee solicitors undertaking the SQE are entitled to study leave under the Solicitors Regulation Authority (SRA) training framework.

Study Leave Policies: What Employers Typically Offer

Since most employers are not legally required to offer study leave, the entitlement depends on the company’s own policy. A typical study leave policy covers:

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/exam
Course relevance requirement	Must be related to current role or career path
Repayment clause	If employee leaves within 12–24 months
CPD/CPD points requirement	Common in regulated professions
Annual study 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 offer flexible scheduling — for example, allowing employees to study during work hours on a reduced-load basis.

How to Request Study Leave

If you want to request study leave from your employer, here is what you should prepare:

1. Check your contract and handbook. Look for any existing study leave policy, training provisions, or time-off-for-training clauses. If a policy exists, follow its procedures.
2. State what you want to study and why. Explain how the course benefits your role, your team, or the company. Tie the request to your professional development goals or a required qualification.
3. 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.
4. 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.
5. Put it in writing. Even if your company has a formal process, a written request creates a record. If the employer refuses, they should give a reason under the Employment Rights Act 1996 if you are under 25.

For Employees Under 25

If you are under 25, you have a stronger legal position. The employer can only refuse your request if they can show the training is not necessary for your role or the business. If they refuse, they must provide a written explanation. This does not guarantee approval, but it does require the employer to justify the decision.

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 the standard in 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.

If your employer pays for your study leave or training, they may include a repayment clause in your contract — typically requiring you to repay the training costs if you leave within a set period (often 12 to 24 months after completing the qualification). Check this before you commit.

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 16–24 have a right to request time off for study or training under the Employment Rights Act 1996, and employers must respond with a reason if they refuse. 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 25 and there is no contractual entitlement. If you are under 25, the employer can still refuse, but they must provide a written reason. 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 under 25. 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.