Rota software and adoption appointments: UK time off before a child is placed

Before a child is placed for adoption, the adoption agency arranges meetings and contact visits, often during working hours and at short notice. Rota and attendance software that treats any gap as absence can get in the way. The Employment Rights Act 1996 gives adopters a right to time off for these appointments. This page sets out the rules in Great Britain for employees and employers.

The short answer: an employee who has been notified by an adoption agency that a child is to be, or is expected to be, placed with them is entitled to time off to attend appointments arranged by or at the request of the agency, before the placement. A sole adopter, or the adopter who elects the paid right in a joint adoption, can take up to five paid appointments (s57ZJ; s57ZK). The other joint adopter can take up to two unpaid appointments (s57ZL). Each occasion is up to six and a half hours.

Paid time off: up to five appointments

• Who: an employee notified that a child is to be placed with them alone, or, in a joint placement, the employee who elects to exercise this right (s57ZJ(1) and (2)). An employee cannot elect it if they have elected the unpaid right, or if the other adopter has already elected the paid right (s57ZJ(3)).
• Purpose: to attend by appointment at any place for the purpose of having contact with the child or for any other purpose connected with the adoption (s57ZJ(1)).
• Limits: no more than five occasions per adoption, up to six and a half hours each, and not on or after the date of placement (s57ZJ(4) to (6)). The appointment must be arranged by or at the request of the adoption agency (s57ZJ(7)).
• Evidence: if the employer asks, a document showing the date and time of the appointment and that the agency arranged it; in a joint adoption, also a signed declaration of the election. Both may be electronic (s57ZJ(8) to (10)).
• Pay: the employee is entitled to be paid for the hours they are entitled to be absent at the appropriate hourly rate, one week's pay divided by normal weekly working hours (s57ZK).

Unpaid time off: up to two appointments

• Who: in a joint placement, an employee who elects to exercise this right, unless they have elected the paid right or the other adopter has already elected the unpaid right (s57ZL(1) and (2)).
• Limits: no more than two occasions per adoption, up to six and a half hours each, before the placement, for appointments arranged by or at the request of the agency (s57ZL(3) to (6)). The same evidence rules apply (s57ZL(7) and (8)).

Remedies and agency workers

An employee can complain to an employment tribunal if the employer unreasonably refused the time off or failed to pay. For a refusal of paid time off, the tribunal must order twice the pay the employee would have been entitled to; for unpaid pay, the amount due; for a refusal of unpaid time off, an amount calculated from the hourly rate and the hours refused (s57ZM). The complaint must be presented within six months of the appointment, for appointments to which the six month limit applies (s57ZM(2)); check which period applies to earlier appointments. Agency workers have equivalent rights against the temporary work agency and the hirer (s57ZN; s57ZP).

Practical steps

• Employers: give rota and attendance tools a category for adoption appointments that is not recorded as absence or lateness and does not affect scores, bonus or shift allocation. Record which adopter has elected which right if both work for you.
• Employees: keep the agency's letters showing each appointment's date and time, and tell your employer early. In a joint adoption, agree with the other adopter who takes the paid right.

For leave and pay after the placement, see adoption leave and pay; for the equivalent right in pregnancy, antenatal time off. These provisions extend to England, Wales and Scotland. This page is general information on the law in Great Britain as at 1 November 2026, not legal advice.