Jury service is a civic duty that UK employers must allow employees to fulfil — and dismissal or detriment for attending jury service is automatically unfair. There is no statutory obligation to pay employees during jury service, but most employers provide some form of payment to support their staff. The court pays a daily attendance allowance, and employees may be eligible for loss of earnings.
This guide covers your obligations as an employer, the payment structure, how to manage deferrals and excusals, and the business impact.
Key takeaways
- You must allow employees to attend jury service — dismissing or penalising them for doing so is automatically unfair dismissal.
- The court pays a daily attendance allowance of £64.60 per day (2026–27) for the first 10 days, rising to £129.19 for days 11–200.
- You are not legally required to pay employees during jury service, but you may choose to top up their pay.
- Employees can apply to defer their jury service for up to 12 months if attending would cause serious hardship.
- Employees must give you notice and provide a copy of their jury service summons.
Your obligation to release employees
Under section 347 of the Trade Union and Labour Relations (Consolidation) Act 1992, you must allow an employee to be absent for jury service. You must not:
- Dismiss the employee for attending or proposing to attend jury service.
- Subject the employee to any detriment (reduction in pay, disciplinary action, loss of promotion) for attending.
Doing so is automatically unfair dismissal — there is no qualifying service period and no cap on compensation.
The only exception is where the employee’s absence would cause serious harm to the business and you have taken all reasonable steps to avoid it (including applying for a deferral).
Court attendance allowance
The court pays the employee a daily attendance allowance:
| Duration | Daily rate (2026–27) |
|---|---|
| Days 1–10 | £64.60 |
| Days 11–200 | £129.19 |
| Travel expenses | Reimbursed at cost |
| Subsistence | Reimbursed at cost |
The employee can also claim travel expenses and loss of earnings (up to the daily allowance). If the employee’s actual loss exceeds the court allowance, the shortfall is their own cost — unless you choose to cover it.
Employer payment during jury service
There is no statutory requirement for you to pay the employee’s salary during jury service. However, most employers choose to pay:
- Full pay for the duration of jury service.
- Top-up pay to cover the difference between the court allowance and the employee’s normal salary.
- No pay — you are within your rights to do this, though it may affect retention and morale.
Where you do pay, you may be able to recover some of the cost through statutory payments relief or offset it against the employee’s court attendance allowance.
Applying for deferral or excusal
An employee can apply to the court to:
- Defer their jury service for up to 12 months if attending would cause serious personal hardship (e.g., a major project deadline, exams, or medical treatment).
- Be excused entirely if they meet one of the statutory grounds (e.g., over 70, unable to serve due to mental or physical condition, or a carer with no alternative).
You can support an employee’s deferral application by writing to the court confirming the business impact. However, the decision is entirely the court’s — you cannot instruct the employee to refuse or request excusal on your behalf.
Managing the business impact
The key to managing jury service is early notification and planning. When an employee receives a summons:
- Ask them to notify you immediately — the summons will specify the date and expected duration.
- Check whether a deferral is appropriate — if the timing is critical, discuss a deferral with the employee.
- Identify coverage — arrange for another team member to cover the employee’s responsibilities.
- Record the absence — track jury service separately from other leave types for payroll purposes.
If the employee is selected for a trial, the duration is uncertain. The court will notify you when the trial ends, and the employee should return to work promptly.
Record-keeping
Keep records of:
- The date and duration of the employee’s jury service.
- The court attendance allowance received by the employee.
- Any salary top-up you paid.
- Any deferral or excusal applications made.
These records support your payroll processing and may be relevant for tax and National Insurance calculations.
For more UK context, see our guides to time off for dependants, unpaid leave, and compulsory leave.
Frequently asked questions
Can I refuse to let an employee attend jury service?
No. You must allow the employee to attend. Dismissing or penalising them for jury service is automatically unfair dismissal with no cap on compensation.
Do I have to pay the employee during jury service?
No. There is no statutory obligation to pay. You may choose to pay full salary, top up the court allowance, or pay nothing. Check your contract — many employment contracts include jury service pay.
How long does jury service typically last?
Most jury service lasts 2 weeks or fewer. Complex trials can last longer, but the court will notify you of the expected duration.
Can I apply for a deferral on behalf of an employee?
No. The employee must apply themselves. You can support the application by writing to the court about the business impact, but the decision is the court’s.
What if the employee is called for jury service repeatedly?
Each summons is treated independently. You cannot penalise an employee for multiple jury service appearances, but you may wish to review whether your jury service policy is being applied consistently.
Putting it into practice
Five steps keep your jury service process smooth:
- Include jury service in your absence management policy — specify how employees should notify you and what documentation you need.
- Decide your pay policy in advance — full pay, top-up, or no pay — and apply it consistently.
- Build coverage plans for key roles so jury service does not disrupt operations.
- Support deferral applications where the timing is critical, but do not pressure the employee.
- Record the absence separately from annual leave or sick leave for accurate payroll tracking.
A leave management system that handles jury service as a separate absence type, tracks the court attendance allowance, and manages coverage keeps this civic obligation from disrupting your operations.
Sources
- GOV.UK — Jury service (primary source)
- Trade Union and Labour Relations (Consolidation) Act 1992, s.347
- Jury Directions Act 1974
Last updated: 26 July 2026. This article is general information, not legal advice. Court attendance allowance rates and thresholds may change — confirm current figures with HMCTS.