European UnionMy employer won't let me take time off to care for my sick mother. Do I have a right to carers' leave?
Yes, under EU law, you have the right to unpaid carers’ leave of at least five days per year, as established by the Carers’ Leave Directive (2023/970).
What the Law Says
The EU’s Carers’ Leave Directive establishes a minimum right to time off for workers caring for seriously ill or dependent relatives. Member States must transpose it into national law by 1 August 2026.
The Carers’ Leave Directive (Directive (EU) 2023/970) gives workers the right to take leave to provide personal care or support to a relative or person living in the same household who has a serious medical condition requiring significant care. This is distinct from sick leave or parental leave.
To qualify, you must have been employed for at least 12 months with your current employer. The leave is unpaid but fully protected — meaning your job, seniority, and employment conditions must be preserved upon return.
The Directive sets a minimum of five working days per year. Member States may offer more generous provisions, but not less. Employers cannot refuse this leave on grounds of operational needs, and workers are protected against dismissal or detriment for requesting or taking it.
Statutory TextMember States shall ensure that workers have the right to take leave for the purpose of providing personal care or support to a relative or to a person living in the same household who has a serious medical condition requiring significant care.
— Directive (EU) 2023/970, Art. 3(1) — Right to carers’ leave
Statutory TextThe minimum duration of carers’ leave shall be five working days per year.
— Directive (EU) 2023/970, Art. 3(2) — Duration
Statutory TextWorkers shall retain their rights and benefits, including the right to return to the same or an equivalent post, and shall not suffer any loss of seniority or other disadvantage.
— Directive (EU) 2023/970, Art. 4 — Protection of rights
What to Do
Confirm your mother meets the definition: she must have a serious medical condition requiring significant care (e.g., certified by a healthcare professional).
Check whether your country has already transposed the Directive — if not, your national law may currently offer no statutory carers’ leave (but protections may still apply under general anti-discrimination or health & safety rules).
Submit a written request to your employer specifying the reason, expected duration (up to 5 days), and, where possible, proposed dates.
If your employer refuses, cite Directive (EU) 2023/970 and ask for written justification — refusal without valid grounds may breach EU law once transposed.
Contact your national labour inspectorate or trade union for support; you may also lodge a complaint with the national authority designated under Article 9 of the Directive.
Sources
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: 2026-06-08.