Your child wakes up with a fever, a runny nose, and glassy eyes. You call the daycare to let them know, then call your employer. Most parents have been there many times. But do you actually know what you're entitled to when your child is sick?
Rights around sick child leave are protected by employment law in most countries. Here is a comprehensive overview of what you're entitled to, how to use your leave days, and what applies in special situations.
What is sick child leave?
Sick child leave refers to days you're entitled to take off work to care for a sick child. In many countries, you receive paid leave for these days, either from your employer or through a social insurance program. These days are also commonly called "care days" or "family sick leave."
The right to sick child leave typically applies to all parents or guardians caring for children under 12. You generally don't need to apply in advance — you use the days as needed.
How many sick child leave days are you entitled to?
The number of days depends on your country's specific rules, your family situation, and how many children you have. Below is a general framework common in many countries with strong family leave policies.
When both parents share care
Each parent is typically entitled to a set number of days per year:
| Number of children under 12 | Days per parent |
|---|---|
| 1–2 children | 10 days |
| 3 or more children | 15 days |
In many systems, these days are an automatic entitlement — you don't need to apply in advance.
When you are a sole caregiver
If you are the sole primary caregiver for the child (due to separation, bereavement, or other circumstances), you may be entitled to double the standard number of days:
| Number of children under 12 | Days as sole caregiver |
|---|---|
| 1–2 children | 20 days |
| 3 or more children | 30 days |
You may need to notify your employer or social services to document your solo caregiver status. Remember to update this information if your situation changes — for example, if you enter a new cohabiting relationship.
Example
Maria and James live together and have two children aged 3 and 5. Each of them is entitled to 10 sick child leave days per calendar year — 20 days total as a family to share.
After a separation where the children live primarily with Maria, she may be entitled to 20 days on her own.
Transferring days between parents
In some systems, parents can transfer sick child leave days to each other. If one parent has used up their days, the other may be able to transfer up to 10 days. This typically requires documentation submitted to your employer or relevant social services agency.
Days can sometimes also be transferred to a new partner who lives with the child, though rules vary by jurisdiction.
Chronically ill children — extra leave days
If your child has a chronic or long-term illness, or a disability that significantly increases the likelihood of absences from work, you may be able to apply for additional sick child leave days.
Extra days for chronic illness
| Situation | Extra days |
|---|---|
| Shared care | 10 extra days per parent, per child |
| Sole caregiver | 20 extra days per child |
These extra days are in addition to the standard entitlement. If you have multiple children with chronic conditions, you may receive extra days for each child.
Important: A separate application is usually required per child. The application typically requires a medical certificate documenting the child's condition.
Extended age limit
The standard sick child leave age limit is usually 12. However, for children with chronic illness, long-term conditions, or disabilities, you may retain the right to leave until the child turns 18.
Who pays for sick child leave?
How sick child leave pay is funded depends on your country and employment type:
Employees
- First 10 days per year: Typically paid by the employer.
- From day 11 onward: Covered by social insurance (the employer may advance the payment and claim reimbursement).
You receive your regular salary (subject to statutory caps) for sick child leave days. Employers generally cannot refuse your right to use these days — it is a protected statutory right.
Self-employed and freelancers
- First 10 days: Usually not covered by social insurance — you bear the cost yourself.
- From day 11: You may be able to claim sick child pay from your social insurance or national health service.
If the absence is continuous for more than 3 days, a doctor's note is often required from day 4 onward.
Documentation and self-certification
The first three days
In many countries, you can self-certify for the first three days your child is sick — meaning you notify your employer without providing a doctor's note.
From day four
Your employer may request a medical certificate from the fourth day of absence. Doctors can often issue a certificate without an in-person visit if deemed appropriate — meaning a phone or video consultation may be sufficient.
Note: Even if your employer does not require a doctor's note, your right to paid sick child leave is not affected. The requirement for documentation is at the employer's discretion, not a condition for receiving pay.
When the childcare provider is sick
You are also typically entitled to sick child leave days if your childcare provider (nanny, au pair, childminder) is sick, or if the daycare is closed for other reasons. The same rules apply as when the child is ill.
What if you run out of days?
If you exhaust all your sick child leave days for the calendar year, you are generally not entitled to more days — even with a doctor's note. Days reset on January 1 each year.
Alternatives when days are used up
- Unpaid leave — You can ask your employer for unpaid time off, though this is usually at the employer's discretion.
- Flexible working / remote work — Many employers offer flexible arrangements.
- Welfare leave — Some collective agreements grant additional welfare days beyond the statutory minimum.
- Sick leave for yourself — If you become ill yourself (from stress or sleep deprivation related to your child's illness), you may be eligible for your own sick leave.
Employer obligations
Employers are generally required to:
- Accept self-certification for the first few days
- Pay sick child leave for the standard number of days per year
- Not discriminate against employees who use sick child leave
- Make reasonable accommodations where possible (e.g., remote work)
Employers cannot refuse your right to sick child leave. This right is protected by employment law in most countries with statutory parental leave frameworks.
Eligibility criteria for sick child leave pay
To be entitled to paid sick child leave, you typically need to meet the following conditions:
- Employment status — You must be employed or covered by a social insurance scheme.
- Qualifying period — You generally must have been employed for at least four continuous weeks before the absence.
- Care of a child under 12 — The child must live with you (including foster children in your care).
- Child's illness — The child must actually be ill or require supervision.
Serious illness — extended leave and care benefits
When standard sick child leave days are insufficient, other programs may be available:
Extended care leave (equivalent to "pleiepenger")
If your child has a life-threatening or very serious illness, you may be entitled to extended care leave with full pay compensation. This type of benefit — available in various forms in many countries — typically has no fixed time limit as long as eligibility criteria are met.
It can apply when:
- The child is hospitalized
- The child has a serious illness requiring continuous supervision
- Up to the year the child turns 18
For children with intellectual disabilities or requiring continuous supervision, there may be no age limit.
Training and education leave
If you need to attend training to care for or treat a child with a chronic illness — such as courses on the child's diagnosis, treatment methods, or assistive devices — you may be entitled to paid education leave through your employer or a social insurance program.
Practical tips for sick child leave
Plan ahead — children get sick
Children in daycare typically fall ill 6–10 times per year, especially in the first year. Some planning tips:
- Split the days between parents — Agree in advance who takes the first sick day, who takes the second, etc.
- Have a backup plan — Grandparents, neighbors, or other trusted people who can help in a pinch.
- Talk to your employer — Clarify options for remote work on sick child days.
- Keep track — Log which days you've used so you know your remaining balance.
When should the child stay home?
Most daycares have guidelines, but as a general rule, keep your child home if they have:
- Fever above 38°C (100.4°F)
- Vomiting or diarrhea in the last 48 hours
- Contagious illnesses (chickenpox, conjunctivitis with discharge)
- Clearly reduced well-being — the child cannot participate in normal activities
Frequently asked questions
Can my employer refuse to let me stay home with a sick child?
No. The right to sick child leave is a statutory right protected by employment law in countries with strong family leave frameworks. Your employer cannot issue warnings or sanctions for taking sick child leave.
Can I use sick child leave to take my child to a doctor's or dentist's appointment?
Sick child leave is intended for days when the child is ill and needs supervision. Routine medical and dental appointments generally do not qualify, unless the child is actually sick. For planned appointments, use flexible hours, time off in lieu, or welfare leave where available.
What happens to sick child leave after a separation?
The parent with whom the child primarily lives may be entitled to double the standard number of days. The non-resident parent typically retains the standard entitlement. With a shared custody arrangement, both parents usually keep standard entitlements. Check the rules in your jurisdiction and notify the relevant authorities if your situation changes.
Do I get sick child leave for a stepchild or my partner's child?
Generally, you are only entitled to sick child leave for your own children or foster children living with you. Your partner's children typically do not automatically grant you entitlement unless you are a registered foster parent or legal guardian.
What is the difference between standard sick child leave and extended care leave?
Standard sick child leave is used for ordinary, short-term illness (colds, stomach bugs, fever) and provides a limited number of days per year. Extended care leave applies when a child has a serious or life-threatening illness requiring continuous supervision and generally has no time limit. Extended care benefits typically provide full salary compensation through social insurance.
Sources
- WHO — Child health guidelines
- American Academy of Pediatrics (AAP) — Family and child health resources
- Your country's national employment authority or social insurance agency
- Local labor law and collective bargaining agreements