Author

Helen Bowns

Updated
12th November 2025
Summarise Blog

Planning a family holiday can be a wonderful opportunity to relax and make lasting memories, but if you’ve been through a separation or have a different surname from your child, it’s important to be aware of the legal requirements involved. We help ensure your trip runs smoothly by addressing any potential legal challenges.

Key takeaways

  • You can travel with your child for up to 28 days without permission if you have a child arrangements order stating that the child lives with you. However, any travel longer than this, or if the other parent with parental responsibility disagrees, requires court approval.
  • Taking a child abroad without the other parent’s consent or a court order may be considered child abduction under the Child Abduction Act 1984, which is a criminal offence.
  • If consent isn’t given, you must apply for a ‘Specific Issue Order’ from the court. The court will assess the trip details and the child’s best interests before granting or denying permission.
  • Traveling parents should carry documents like the child’s birth certificate, proof of parental responsibility, consent letters, and documents explaining any surname differences to avoid issues at border control.
  • According to UK government data, approximately 42% of marriages in England and Wales end in divorce, with many of these involving children. In such cases, child arrangements regarding travel and holidays can become complex.
  • 50% of divorced couples now share custody of their children, meaning both parents must legally agree on decisions such as taking a child abroad.
  • Family courts in the UK handle around 60,000 new private law cases per year, many of which involve disputes over child arrangements, including holiday permissions.
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In addition to the usual travel preparations, such as packing and checking passports, families where a parent or guardian has a different surname from their child may need to carry extra paperwork. This is crucial due to provisions under the Children Act 1989, which requires that anyone with parental responsibility must give consent for a child to leave the country. If you’re traveling with a child and their other parent also has parental responsibility, written consent from that parent may be needed to avoid issues at border control.

Furthermore, under the Child Abduction Act 1984, it is a criminal offense to take a child out of the UK without the appropriate consent from all those with parental responsibility. This means carrying documentation such as a birth certificate, a letter of consent, or a court order can be essential when traveling, particularly if your child’s surname differs from your own.

Failing to provide this documentation could lead to delays or even refusal to allow the child to travel. By ensuring you have the proper legal documents in place, you can avoid complications and focus on enjoying your holiday.

What is the law around taking your child on holiday when separated?

If you and your ex have already gone through court proceedings and there is a Child Arrangements Order in place this may deal with holidays. You should always refer back to and comply with any court order, otherwise, you will be in contempt of court and the other parent can make an application to the court for breaching the order.

What is a Child Arrangements Order?

A Child Arrangements Order (CAO) is an agreement concerning where a child lives and who a child can have contact with. CAOs are usually sought following the breakdown of a relationship and replace contact orders and residence orders.

What if I do not have a CAO?

If you don’t have a child arrangements order and want to go on holiday abroad with your children then you will need the permission of anyone with parental responsibility. If possible, we recommend getting the other parent’s permission in writing, such as by email or text. This means you can refer back to it if they try to change their mind about the holiday later.

If your ex won’t agree to the holiday and you still want to go, you will need to make an application to the court for permission. The court will be able to make an order granting you permission to go on holiday or give you a reason as to why you aren’t allowed. Again, you must follow any court order made.

Going without the knowledge or permission of the other parent, either by consent or court order can mean that they can accuse you of child abduction, which is a criminal offence. The police can become involved and this could have long-term repercussions.

What is parental responsibility?

Parental Responsibility (PR) is legally defined in section 3 of the Children Act 1989 and means

all the rights, duties, powers, responsibilities and authority which by law a parent of a child has in relation to the child and his property.”

A person with PR for a child can make decisions about things such as where the child lives, what medical treatment they receive, or where they go to school, amongst other things. You might have PR because you are a biological parent of a child, or you might be granted PR and not be a biological parent (for example, you might be a grandparent), depending on the situation.

Automatic PR

A biological mother will automatically have PR for a child. For fathers, it can be a little more complicated but if the father was married to the mother at the time of the child’s birth, he will automatically have PR.

Non-automatic PR

If the parents are not married, the father will have to acquire PR. He can do this by:

  • Being named on the child’s birth certificate (which will require the consent of the mother);
  • Marrying the biological mother at a later date as he will then be treated in the same way as if they had been married at the time of the child’s birth;
  • He enters a PR agreement with the biological mother which is then filed at the Central Family Court;
  • He makes an application to the court for PR and this is granted;
  • He is named in a Child Arrangements order as the person who the child lives with (because in making such an order, the court would have to make PR order in the father’s favour at the same time);
  • He is named in a Child Arrangements order as someone the child has contact with and it is appropriate for a PR order to also be made;

People, including fathers, can also gain PR because they are made a child’s guardian or they adopt a child.

Are there any exceptions?

Consent is not legally required by the other parent if the holiday is for less than 28 days and a Child Arrangements Court order is already in place to confirm the child lives with the parent taking them on holiday, but it is always better to have consent, rather than run the risk.

How do I obtain consent from the other parent?

When trying to get the permission of the other parent, it’s best to provide a clear plan with all the necessary details of your holiday plans and answer any questions they might have. Think about what you want to do, where you want to go and how long for. They may also wish to know if you will you be taking anyone with you such as a new partner. If so, do they like them or will that make it difficult to get them to agree to the holiday? It is also a good idea to support communication between your ex and children while you are away so that they don’t feel isolated.

It is best to give your ex all the information you can because if you have to make an application to the court, they would expect to know all the details about your holiday anyway. Key information will be your travel details, such as travel dates, flight numbers, hotel booking details, and whether there is any relevant medical information needed, such as injections.

What evidence and documents do I need to show the other parent’s consent?

As well as the child’s passport, taking a paper trail to prove who their parents are is vital.

This includes:

  • The child’s birth certificate and the parent’s
  • A divorce or marriage certificate, if you are a single parent but your family name is different from the child’s.
  • If you changed your surname upon divorce, the change of name deed and a copy of the final order (old decree nisi)
  • Bringing along an expired passport, which proves the name change could also be helpful.
  • You will need to obtain written consent from the other parent or anyone who has parental responsibility for the child is another wise move. A properly drawn up consent form is ideal, or if that’s not possible, a letter from the other parent, confirming their full contact details, that they are the parent of the child and that they have given consent for the holiday, along with their signature, should suffice.

Having an awareness of the questions that might be asked at the immigration desk is important, as it allows a level of preparation between parent and child. They might be asked about the identity of the other parent, for example, or you might be asked for the letter.

What happens if the other person with parental responsibility does not provide their consent?

You’ll need to apply to a court for permission to take a child abroad if you haven’t got permission from the other people with parental responsibility. This is called a ‘temporary leave to remove,’ which is a type of Specific Issue order. The court will review the application and a hearing will be listed to deal with it. You must give details of the trip, e.g. the date of departure, when and how you’re returning, and contact details of people with parental responsibility staying in the UK. You and your ex will attend the hearing and at the end, the court will determine whether or not you can take your children away. If it agrees, you will get a court order confirming that. Your ex cannot prevent you from going if you have a court order and cannot accuse you of child abduction at a later date.

It is important to note that the court might not consider the actual dates of your holiday and will not necessarily consider your application urgent. The courts are very busy at the moment so it can take a little while for a hearing date to be booked in. For this reason, if you want to go away, it’s best to try and agree with your ex soon and then if that doesn’t work, you can apply to the court to ensure you get a hearing date as soon as possible.

Myths and facts

Myth: A parent can take their child abroad without notifying the other parent if they share custody.

Fact: Even in cases of shared custody, taking a child abroad without the other parent’s permission is illegal unless there is a court order granting the right. Both parents typically need to consent to international travel unless a parent has sole custody or specific court-granted permissions.

Myth: A child’s passport automatically belongs to the parent who paid for it.

Fact: The child’s passport does not “belong” to either parent, regardless of who paid for it. It is a legal document tied to the child, and its possession can become a dispute in family law, especially if one parent refuses to hand it over for travel.

Myth: Once a parent gets a holiday court order, the other parent has no say in the details.

Fact: While a court order may permit travel, the other parent can still have a say in significant factors such as the duration and safety of the trip. Courts prioritise the child’s best interests, and any concerns raised by the other parent may still influence the specifics of the travel arrangement.

Myth: You can never take a child on holiday if the other parent refuses to consent.

Fact: If a parent unreasonably refuses to permit travel, the parent seeking to take the child on holiday can apply for a Specific Issue Order from the court, which may grant permission based on the child’s best interests.

Myth: Holidays within the UK don’t require the other parent’s consent.

Fact: Although consent is generally required for international travel, in some cases, even extended holidays within the UK might need agreement from the other parent, mainly if it affects regular child arrangements.

It is important that despite separating, you and your ex can move forward and that your children still get to spend quality, fun time with you. Holidays are the perfect chance for that, so if you need any help, our team is on hand.

This Christmas we are covering a multitude of topics to help you navigate the holidays with ease.

While the holiday season brings festive cheer and a chance to celebrate, it also comes with a unique set of challenges for employers. By addressing key issues such as managing seasonal workers’ rights, holiday pay entitlements, flexible working arrangements, and employee wellbeing, employers can navigate the festive period with ease and compliance. Offering support through clear communication, fair policies, and inclusivity ensures a positive and productive holiday season for both employees and employers alike. By remaining proactive and understanding, businesses can create a workplace culture that is festive, fair, and respectful of the diverse needs of their workforce.

Day 1
Seasonal workers rights

As the festive rush begins, many businesses rely on temporary staff to meet demand, but it’s important to remember that seasonal workers have many of the same rights as permanent employees.

From holiday pay and fair wages to rest breaks and protection from discrimination, employers must ensure compliance with key employment laws, including:

  • The Employment Rights Act 1996
  • The Equality Act 2010
  • The Working Time Regulations 1998

Not only does this safeguard your business, it also helps you attract and retain great talent to contribute to your long term success.

Need support managing your seasonal workforce? Reach out and see how our team can support you.

Day 2
Holiday pay clarity for the festive season.

The run-up to Christmas is one of the busiest times of the year, and with it comes questions about holiday pay entitlements, part-time hours, and seasonal overtime.

Under the Working Time Regulations 1998, UK employees are entitled to a minimum of 5.6 weeks’ paid annual leave, but how this applies depends on the terms of each employment contract.

A few key points for employers to keep in mind this festive season:
  • There’s no automatic right to enhanced pay for working on Christmas Day, this depends on company policy or contractual terms.
  • Notice requirements for working over the holidays should be clear and communicated early.
  • Holiday pay must reflect average earnings, including regular overtime for part-time and seasonal workers.

By reviewing contracts and pay calculations now, employers can ensure compliance, transparency, and a smooth festive period for everyone.

If you need advice on managing holiday pay or seasonal staffing this Christmas, our team is here to help.

Day 3
Employer gift giving

As the year draws to a close, many employers look for ways to recognise and reward their teams for their hard work. While contractual bonuses are often tied to performance targets and outlined in employment contracts, discretionary bonuses offer greater flexibility, allowing employers to respond to current business conditions or individual circumstances.

For those unable to offer salary increases, a one-off discretionary bonus or short-term support can still go a long way in showing appreciation, provided it’s handled fairly and compliantly.

Before introducing or reviewing bonus schemes, it’s important to seek professional advice to ensure tax, fairness, and legal considerations are fully addressed.

If you’d like support in managing discretionary or contractual bonuses this Christmas, our team is here to help.

Read more >

Day 4
Managing employee absence over the holidays

The festive period is a busy time for many businesses, and balancing employee absences with operational needs can be challenging. From non-genuine absences to last-minute sick days, early planning and clear policies are key.

Ellen Abrahall shares some practical strategies for employers including:

  • Planinf ahead by identify critical periods and communicating them early.
  • Promoting flexibility by allow shift swaps or remote work where possible.
  • Apply absence policies consistently.
  • Consider temporary support such as cross-training staff or hiring seasonal employees.
  • Implement blackout periods carefully.

By planning early and maintaining transparency, employers can balance business needs while supporting employee wellbeing.

Get in touch for advice on reviewing or updating your absence policies.

Read more >

Day 5
Holiday rota greivances

During peak periods, holiday rotas can sometimes lead to employee grievances. Clear policies, careful investigation, and consistent communication are key to resolving issues fairly and maintaining trust.

Tom Long shares how employers should ensure they review grievance policies, investigate promptly, take fair action considering policies and employee rights and communicate the outcome clearly with next steps.

By handling grievances thoughtfully, businesses can maintain fairness, transparency, and a positive workplace, even during the busiest times of the year.

For support with grievance management or reviewing holiday policies, contact our team today.

Read more >

Day 6
Employee wellbeing

Work pressures, shifting priorities, and personal responsibilities can take a toll on employee morale and mental health, particularly during demanding times of the year. Employers have a crucial role in ensuring staff feel valued, supported, and equipped to manage stress.

Tom Long shares key strategies to maintain employee morale including from regular check-ins to accommodating flexible working arrangements, promoting wellness resources and recognising achievements.

When leaders actively support wellbeing, foster open communication, and model work-life balance, employees are more resilient, engaged, and motivated. Proactive support not only improves morale but strengthens workplace culture and long-term performance.

Read more >

Day 7
Employee inclusivity

The festive season is a time for celebration and connection in the workplace, but it’s important to foster an inclusive environment to ensure everyone feels respected, valued, and welcome.

Employers can promote inclusivity by recognising diverse traditions such as Hanukkah, Kwanzaa, and Bodhi Day alongside Christmas, using inclusive language like “holiday season” or “end-of-year celebrations,” and considering decorations and events that celebrate the season without excluding anyone. Offering cultural awareness training helps teams understand and respect different traditions, while encouraging employees to choose how they participate in celebrations fosters cohesion and positivity.

By planning holiday activities thoughtfully, employers can boost team morale, strengthen inclusion, and nurture mutual respect, all while maintaining the festive spirit.

Read more >

Day 8
Office party guidance

Office parties and holiday socials are a great way to celebrate achievements, strengthen team bonds, and build company culture. However, it’s important to remember that these events are considered an extension of the workplace, meaning workplace policies around behaviour, harassment, and discrimination still apply.

Tips for hosting inclusive and responsible celebrations:

  • Offer non-alcoholic options to ensure everyone can participate comfortably;
  • Plan activities beyond alcohol – meals, group activities, or family-friendly events foster engagement for all;
  • Set clear expectations, standards and boundaries to maintain a safe and respectful environment.

Thoughtful planning ensures that workplace celebrations are fun, inclusive, and memorable for everyone, while keeping teams safe and respected.

Read more >

Day 9
Navigating Christmas

🎄Looking after yourself over the festive season.

While the festive season is a joyous occasion for many people, for others, it can be a daunting, overwhelming, and difficult time if you are navigating a divorce or trying to figure out what is best for yourself and your children over the holidays.

Our family law team has created a guide to help you navigate this tricky time of year and provide you with advice and guidance to help you through.

Read more >

Day 10
Child arrangements

🎄 Making child arrangements after separation or divorce.

The breakdown of a relationship is never easy and it can be even more challenging over the festive season with children involved.

One of the most important considerations during a separation is how to make child arrangements that prioritise your children’s wellbeing. Whether your split has been amicable or filled with disagreements, co-parenting effectively is essential to minimising emotional stress and disruption for your children.

Family law expert, Helen Bowns, explores the legal options, processes, and best practices for making child arrangements after a divorce or separation.

Read more >

Day 11
Travelling with children

🎄 Taking children on holiday over the festive season.

If you've experienced a separation and wish to experience a different Christmas this year with your children, you may need to consider these steps before planning your trip.

  • Does your child have yours or your partners surname?
  • Are you travelling for longer than 28 days?
  • Do you have a specific issue order?
  • Do you have proof of parental responsibility?
  • Do you have a consent order?

Addressing these questions first will help to ensure your trip runs smoothly by addressing any potential legal challenges.

Read more >

Day 12
Grandparents rights

🎄 Maintaining family relationships over the festive season.

Grandparents often play a pivotal role in their grandchildren’s lives, providing support, love, and stability and often caring for the children when parents are at work.

However, family disputes or breakdowns can sometimes disrupt these relationships, leaving grandparents uncertain about their legal rights and devastated about the prospect of not seeing their grandchildren.

Family law expert, Helen Bowns, explores the rights of grandparents in the UK, the legal framework surrounding child arrangements, and how to navigate the challenges of maintaining contact particularly at this time of year.

Read more >

Day 13
New traditions

🎄 Creating new traditions for divorced families.

After a divorce or separation, maintaining traditions can be a challenging time that holds on to painful memories. Instead, you may need a change and an opportunity to create a new tradition for you and your children.

Family law expert, Helen Bowns explores how to create a new Christmas experience from getaways, to fun new traditions to look forward to and getting outdoors.

Read more >

Day 14
Philanthropy

🎄'Tis the season for giving.

The festive period inspires generosity, a time to give to family, friends, colleagues, and causes close to our hearts.

Private client expert Sophie Raybould explores how to give with flair and impact this season, the rise of modern philanthropy, and how thoughtful, creative giving can make a lasting difference this year.

Read more >

Day 15
Inheritance

🎄 During the festive season, you may be thinking more about your loved ones and how you can best provide for them moving forward.

After spending a lifetime building your wealth, it's important that what happens with it is according to your wishes.

Private client expert, Lesley Davis, highlights the importance of a will for protecting your loved ones in the future and explores the options available to you from gift giving, setting up a trust, utilising your pension or business relief.

Read more >

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About the Author

Helen Bowns

Partner & Head of Family Law

Helen has over twenty years’ experience in advising clients in relation to family law issues. She has particular expertise in representing clients with substantial wealth and has many cases involving family businesses, trusts and farms. Helen also advises parents in complex children cases including international relocation. "Helen Bowns acted for me throughout my recent separation and divorce and I could not recommend her more highly. Helen listened carefully to my priorities and was able to help me navigate a difficult and stressful process with enduring calmness and a reassuringly sharp legal mind. I felt safe and supported throughout and confident…