In England, Scotland and Wales there is no general legal right for employees to take time off, paid or unpaid, for routine medical or dental appointments. The main exception is antenatal care: pregnant employees are entitled to reasonable paid time off for it. Beyond that, what staff can expect depends on their contract and your policies, so a clear written policy saves disagreements later.
For small businesses, appointment requests are a regular, low-level source of friction. A team member needs a dentist visit on Tuesday morning, another has a hospital follow-up, and a third has a scan at short notice. Without a policy, managers end up making one-off decisions that can feel inconsistent, and inconsistency is what tends to cause complaints.
A practical starting point is to encourage staff to book routine appointments outside core hours where they can. Many surgeries and practices offer some flexibility; for example, Cliftonville Dental, a dentist Northampton workers can visit, opens on one Saturday each month in addition to its weekday hours. That will not always be possible, though, so your policy needs to cover what happens when an appointment has to fall in working time.
Do employees have a legal right to time off for appointments?
Acas states plainly that there is no legal right to time off work for a medical appointment, and it includes dental appointments in that guidance. However, Acas also points out that employers have a duty of care to do all they reasonably can to protect their employees' health, safety and wellbeing at work.
In practice, Acas says most employers will allow time off if an employee cannot rearrange their appointment, although the time off might be unpaid. Employees are advised to check their contract and any workplace policies first, and if those say nothing, to speak to their employer, who may agree a one-off arrangement.
What options can employers offer for routine appointments?
Acas lists several ways an employee might cover appointment time:
- Taking it as unpaid time off
- Using holiday entitlement
- Making up the time later
- Using breaks, or booking appointments outside working hours
Some employers choose to offer paid time off for a set number of hours a year as a benefit. That is a business decision, not a legal requirement, so if you offer it, write the limits down.
What are the rules for antenatal appointments?
Antenatal care is the main area where the law does give a right to paid time off. GOV.UK says employers must give pregnant employees time off for antenatal care and pay their normal rate for it. Antenatal care is not limited to medical appointments and can include antenatal or parenting classes if recommended by a doctor or midwife.
Acas adds that this right applies from the employee's first day in the job, and that a reasonable amount of time includes travel to and from the appointment or class. Employers can ask for an appointment card or other evidence, but only for appointments after the first one. Agency workers can get paid time off for antenatal appointments once they have completed their 12-week qualifying period.
The father or the pregnant woman's partner has the right to unpaid time off to attend 2 antenatal appointments. Acas says this is capped at 6.5 hours per appointment.
Where do sickness, dependants and disability fit in?
Several other rules sit alongside appointment time off:
- Sickness absence: Acas says that if an employee needs time off for a medically required operation, the usual rules for sickness absence and pay apply.
- Time off for dependants: GOV.UK says employees can take a reasonable amount of time off to deal with an emergency involving a dependant, such as a child, partner or parent. Employers may pay for it but do not have to. Acas notes this covers emergencies, not pre-booked appointments.
- Disability: Employers must make reasonable adjustments for disabled employees. Acas says that if disability-related absences, including for medical appointments, are frequent or likely, adjustments may be needed.
- Proof: Acas says there is no legal requirement for employees to provide proof of a medical appointment, although evidence such as an appointment letter can help agree time off.
Can flexible working help?
Flexible working can reduce the number of appointment requests that cause disruption. GOV.UK says all employees have the legal right to request flexible working from their first day in a job. Requests can cover the number of hours worked, start and finish times, the days worked and where someone works.
Employers must deal with requests in a reasonable manner and make a decision within 2 months of the request, or longer if agreed with the employee. Before refusing, they must discuss the request with the employee, and they can refuse only for a good business reason.
Quick reference: what you must and do not have to allow
| Situation | Legal right? | Paid? |
|---|---|---|
| Routine GP, dental or hospital appointment | No general legal right | Only if your contract or policy says so |
| Antenatal care for a pregnant employee | Yes, reasonable time off from day one | Yes, at normal rate |
| Partner attending antenatal appointments | Yes, for 2 appointments | No (unpaid) |
| Emergency involving a dependant | Yes, reasonable time off | Employer may pay but does not have to |
| Medically required operation | Usual sickness absence rules apply | Under your sick pay rules |
| Disability-related appointments | Reasonable adjustments may be required | Depends on the adjustment agreed |
Template checklist: what should your appointments policy cover?
- Whether routine medical and dental appointments are paid, unpaid or covered by a set annual allowance
- An expectation to book outside core hours where possible, such as early morning, evening or weekend slots
- How much notice staff should give and who they should tell
- Options for covering the time: unpaid leave, holiday, making up hours or flexitime
- Paid time off for antenatal care, including classes recommended by a doctor or midwife
- Unpaid time off for partners attending 2 antenatal appointments
- How time off for dependants in an emergency is handled
- When an absence is treated as sickness absence instead
- How you will consider reasonable adjustments for disabled staff
- What evidence, if any, you may ask for, and how you will treat health information sensitively
- A link to your flexible working request process
Frequently asked questions
Do I have to pay staff for dental appointments?
No, there is no general legal requirement to pay for routine dental appointments. Check the employee's contract and your policies, as these may give a contractual right.
Can I insist on seeing an appointment letter?
Acas says there is no legal requirement for employees to provide proof of a medical appointment. For antenatal appointments, employers can ask for evidence after the first appointment.
Is an emergency dental appointment covered by time off for dependants?
Time off for dependants covers emergencies involving a dependant, not the employee's own appointments. An employee's own urgent appointment would fall under your normal absence or sickness rules.
Does the antenatal right apply to new starters?
Yes. Acas says pregnant employees are entitled to paid time off for antenatal appointments from their first day in a job. Agency workers qualify after 12 weeks.
Sources
- Acas: Time off for medical appointments
- Acas: Time off for antenatal appointments
- GOV.UK: Working when pregnant, your rights
- GOV.UK: Time off for family and dependants
- GOV.UK: Flexible working
General information only, not legal advice. Employment rules were checked on GOV.UK and Acas in October 2026 and can change. For a specific situation, contact Acas or take professional advice.