Request Paid Facility Time Letter Template & Generator
How to request paid time off to carry out your duties as a union representative — how to structure it, your rights, and a free letter generator.
← All Letter Templates & Generators · Trade Union Rights · Last updated 18 August 2026 · Written and reviewed by Matt Thompson, founder of UK Work Rights
This is free rights guidance, not legal advice. For advice specific to your situation, see our About page or contact Citizens Advice.
If you need to request paid time off to carry out your duties as a union representative, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong request paid facility time should include, plus a free tool to generate yours.
What this letter needs to cover
- State the specific duties to be carried out
- Give dates and hours required
- Confirm entitlement to reasonable paid time off
- Request confirmation within 5 working days
Your right to paid facility time as a union representative
Recognised trade union representatives are entitled to reasonable paid time off during working hours to carry out their union duties — this isn't unpaid leave or a discretionary favour from your employer, but a statutory entitlement tied to your role as a representative.
What to include before you send it
- Confirmation of your role as a recognised union representative
- The specific duties requiring time off — representing members, attending meetings, or preparing for negotiations
- A request for confirmation this will be granted as paid facility time
- Reference to the ACAS Code of Practice on time off for trade union duties
What "reasonable" facility time actually means in practice
There's no fixed universal amount — what's reasonable depends on factors like the size of the workplace, the scope of your representative role, and the nature of the specific duties, guided by the ACAS Code of Practice rather than a rigid formula.
Frequently Asked Questions
Does my employer have to pay me for training as well as day-to-day duties?
Time off for approved union training is a separate but related entitlement, generally also paid, provided the training is relevant to your representative role.
What if my employer refuses to grant reasonable facility time?
This can be raised as a formal grievance, and ultimately pursued through an Employment Tribunal if the refusal is unreasonable and unresolved.
Ready to write yours?
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