UK employment law does not provide a specific statutory right to time off for dental or medical appointments. Unlike sick leave or dependant leave, there is no dedicated statutory framework for attending routine medical or dental visits. However, employees may have contractual rights, and some specific circumstances — such as disability-related appointments or antenatal care — do carry statutory protection.

This guide explains what rights employees actually have, how employers typically handle medical appointments, and the best practices for managing dental and medical leave.

Key takeaways

  • There is no statutory right to time off for routine medical or dental appointments in the UK.
  • Your employment contract may provide a right to attend appointments — check your terms.
  • Disability-related appointments are protected under the Equality Act 2010 — reasonable adjustments may include time off.
  • Antenatal appointments carry statutory protection for pregnant employees.
  • Sick leave can cover appointments that are part of medical treatment for an existing condition.

UK employment law distinguishes between:

  • Sick leave — statutory sick pay (SSP) covers periods when the employee is incapable of work due to illness or injury.
  • Time off for dependants — s.57A of the Employment Rights Act 1996 covers emergencies involving a dependant.
  • Antenatal care — s.56 of the Employment Rights Act 1996 provides statutory time off for antenatal appointments.

None of these cover routine medical or dental appointments. The employee has no automatic right to leave for a dental check-up, optician appointment, or GP visit unless the appointment is part of treatment for a condition that makes them incapable of work.

Contractual rights

Many employers provide contractual rights to attend medical and dental appointments. Common approaches include:

  • Paid appointment leave — a set number of paid hours per year for medical/dental visits.
  • Flexible working — allowing employees to adjust their hours for appointments without using leave.
  • Unpaid leave — granting leave for appointments on an ad-hoc basis.
  • Make-up time — allowing employees to work extra hours to cover appointment time.

Check your employment contract, employee handbook, or company policy for the specific terms. If your contract is silent on medical appointments, you have no contractual right to attend them during working hours without using annual leave or unpaid leave.

Under the Equality Act 2010, employers must make reasonable adjustments for disabled employees. This can include allowing time off for medical appointments related to the employee’s disability.

Reasonable adjustments might include:

  • Allowing regular time off for hospital appointments, therapy sessions, or specialist consultations.
  • Adjusting working hours to accommodate treatment schedules.
  • Allowing flexible working arrangements for ongoing medical management.

The duty to make reasonable adjustments is ongoing — you should consider each request individually and not apply blanket policies.

Antenatal appointments

Pregnant employees have a statutory right to time off for antenatal appointments under s.56 of the Employment Rights Act 1996. This includes:

  • Medical appointments (GP, midwife, hospital scans).
  • Antenatal classes (if recommended by a doctor, midwife, or health visitor).
  • Relaxation classes (if recommended as part of antenatal care).

The right applies from day one of employment and is paid at the employee’s normal rate of pay. You can request evidence of the appointments (e.g., appointment cards, booking letters), but you cannot refuse reasonable requests.

Sick leave covering appointments

If the employee is already off sick and needs to attend a medical appointment as part of their treatment, the appointment time is generally covered by the existing sick leave period. The employee does not need to take separate leave for the appointment.

For example, if an employee is on sick leave for a back injury and attends a physiotherapy appointment, the appointment falls within their sick absence.

Employer best practices

While there is no statutory requirement, most employers adopt a flexible approach to medical and dental leave:

  1. Allow reasonable time off for appointments, either as paid or unpaid leave.
  2. Encourage advance notice so the absence can be planned and covered.
  3. Be flexible with working hours where possible — early morning, late afternoon, or lunchtime appointments reduce disruption.
  4. Track appointment leave separately from sick leave for accurate records.
  5. Apply the policy consistently — do not favour one employee over another for the same type of absence.

For more UK context, see our guides to fitness to work, long-term sick leave, and disability leave.

Frequently asked questions

Do I have a right to time off for dental appointments?

There is no statutory right, but your employment contract may provide one. Check your terms — many employers allow paid time off for medical and dental visits.

Can my employer refuse time off for a GP appointment?

Yes, unless the appointment is covered by a specific statutory right (antenatal, disability-related) or your contract provides the right. You may need to use annual leave or unpaid leave.

Is time off for medical appointments paid?

The statutory position is that there is no right to paid leave for routine appointments. Your contract may provide paid appointment leave — check your terms.

Does the Equality Act 2010 cover medical appointments?

Yes, for disability-related appointments. Employers must make reasonable adjustments, which can include allowing time off for specialist medical appointments related to a disability.

Can I use sick leave for a medical appointment?

If you are already off sick and the appointment is part of your treatment, yes. If you are not sick and just attending a routine appointment, sick leave does not apply.

Putting it into practice

Five steps keep your medical and dental leave process fair:

  1. Include appointment leave in your absence policy — specify whether it is paid or unpaid and any limits.
  2. Encourage employees to give advance notice where possible.
  3. Apply the policy consistently across all employees.
  4. Make reasonable adjustments for disability-related appointments under the Equality Act 2010.
  5. Track appointment leave separately from sick leave for accurate records.
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A leave management system that handles medical and dental appointments as a distinct absence type, applies your contractual terms, and tracks disability-related adjustments keeps employee health appointments compliant.

Sources

Last updated: 26 July 2026. This article is general information, not legal advice. Employee rights for medical appointments depend on your contract and specific circumstances — check your terms and seek legal advice if needed.