Should workers with families be allowed additional sick and leave days than single workers?

Should workers with families be allowed additional sick and leave days than single workers?


In the modern world, there are a lot of misconceptions about single people, especially in workplaces.  Many employers believe that single and childless people have a lot of free time and are always available when needed (Paulo, 1).  In the real sense, a married person and single person both have responsibilities but the difference is who they are caring for, and time they are needed (Paulo, 1).  The married maybe committed to their children and spouses but also single people are engaged to look after their parents and friends.

Many view single people as isolated, lonely and focused only on their businesses and prefer them as the best option in doing work which others do not want (Paulo, 20). In my view, single persons are more committed to maintaining their relationships with friends, siblings, and parents, unlike married couples who are more interested in their things. When the married are looking after their kids, most single people are preferred by their aging parents for support. Also, in case a family has a disabled member, a single person becomes the best candidate to look after the person (Paulo, 7). By giving married people more leave days, it would be violating social justice which argues on equal justice for all and even opportunities and chances for everyone. All workers should be treated the same without considering their marital status or any other thing.

Many laws have been passed on how to treat workers (Anon, 11). For instance, Non-Discrimination Act urges employers to promote equality in recruiting and organizing working conditions for workers (Anon, 16). The act states that a person should not be discriminated on grounds such as age, ethnic origin, health or even status. Giving married workers more privileges means disadvantaging the single worker who does more jobs but with the same remuneration with the married.

As workers with families use their nonworking time to look after their families, single workers use their nonworking time to look after their siblings and close friends. Many bosses ignore when a single worker asks for leave to look after an ill friend but take it seriously when a person with a family asks for a vacation to look after a kid or a spouse. In my opinion, bosses should take both cases seriously because both suffer the same agony when their close people are in need. In fact, single people are mostly the ones to lose much regarding friend’s relationship as the friends view them as less committed unlike the married hence expect more care from them.

Most of the single people like to enjoy their life to the fullest, and they have a life outside of work (Paulo, 15). Most of the single people pursue some interests with much passion and require time to work on them. Denying them the chance to have their time at the expense of the married people is unfair. In some instances, married workers take advantage of the perception that they are committed. They take leaves or prolong their leaves on bases that they are looking for their family but end up doing other things apart from looking after the family like opening private businesses or even working on other organisations.

In my opinion, both married and single workers should enjoy the same leave days. Believers in human equality believe that there are no relevant differences among people that can justify unequal treatment (Anon, 16).  Employers should view all workers as employees and not as married or single. According to Paulo (6) Marital status of a person should not determine how they should be treated.


Work cited

Bela, De Paulo, Quartz, 2017 single workers aren’t there to pick up the slack for their         married bosses and colleagues,         employees-arent-there-to-pick-up-the-slack-for-married-people/. Accessed       30/11/2017

Anonymous, Virtuallawyer 2013, 2.3.2 Equal Treatment and Non-Discrimination,            Discrimination.aspx?url=        20Treatment%20and%20Non-Discrimination. Accessed 30/11/2017