Aruba Leave Laws and Holidays

Pregnant employees are entitled to 12 weeks of maternity leave, which can be taken before and after childbirth.

The expected date of childbirth should be communicated to the employer several weeks in advance, typically by the 30th week of pregnancy.

While maternity leave does not require approval, notification of the expected date of childbirth is necessary.

Additional maternity leave may be granted in case of medical complications or as stipulated in employment contracts or collective agreements.

Maternity leave entitlement does not accrue over time but is a standard entitlement per pregnancy.

Carry over of maternity leave to another period is not applicable.

Maternity leave is not subject to payout on termination, as it must be used during the period around childbirth.

There is no end of year payout for maternity leave as it is tied to the event of childbirth.

Employees on maternity leave are typically protected from dismissal during this period, except under specific circumstances outlined in employment law.

Employees are entitled to a minimum of 15 working days of paid annual leave per year, which accrues monthly.

Employees should request annual leave a few weeks in advance, the exact period can vary depending on company policy.

Taking annual leave requires the approval of the employer, and requests may be declined based on business needs.

Additional annual leave can be negotiated with the employer, often as part of an employment contract or through collective bargaining.

Annual leave is accrued monthly from the start of employment, calculated at a rate that reaches the minimum quota by year-end.

The ability to carry over unused annual leave to the next year depends on company policy; some may allow carryover, others may not.

Unused annual leave is usually paid out upon termination of employment.

Most companies do not offer a payout for unused annual leave at the end of the year unless specified in the employment contract.

The application and scheduling of annual leave may be subject to specific rules set out by the employer, often found in the employee handbook or contract.

Employees are entitled to take off on nationally recognized public holidays. These dates are specified each year and generally include New Year's Day, Labor Day, and King's Day among others.

Since these holidays are predetermined and widely recognized, no notice period is required for taking these days off.

Public holidays are automatically granted off and do not require employer approval.

Public holidays are fixed and do not have additional quotas.

Public holidays do not accrue; they recur annually based on the national calendar.

Public holidays cannot be carried over as they are specific to particular dates each year.

There is no payout on termination for public holidays as these are not accrued leave days.

Public holidays are not subject to end of year payout as they are designated days that must be taken off in their respective period.

All employees are entitled to these holidays off regardless of their contract type or duration unless specified otherwise in their employment agreement.

New fathers are entitled to 1 week of paternity leave to be taken immediately after the birth of their child.

Fathers are expected to notify their employer about their intention to take paternity leave as soon as reasonably possible, ideally upon confirmation of the pregnancy or expected birth dates.

While paternity leave does not typically require formal approval, notifying the employer allows for appropriate staffing and scheduling arrangements.

Additional paternity leave is not commonly offered unless specified by employer policies or in exceptional circumstances.

Paternity leave does not accrue and is granted per childbirth event.

There is no carryover for paternity leave as it must be used immediately following the birth of a child.

Paternity leave is intended for use immediately after the birth of a child and does not apply to termination scenarios.

There is no end-of-year payout for paternity leave as it does not accrue or carry over.

Paternity leave is specifically intended to be used in relation to the birth of the employee's child, allowing the father to support the mother and newborn.

Employees are entitled to 2 to 4 days of bereavement leave depending on the closeness of the relationship with the deceased.

Employees should inform their employer about the bereavement as soon as possible to arrange for leave.

Bereavement leave generally does not require approval beyond proper notification of the employer about the situation.

Additional bereavement leave is not typically available unless provided by employer-specific policies.

Bereavement leave does not accrue and is granted as needed based on specific bereavement situations.

There is no carryover for bereavement leave as it is intended to be used during the time of mourning.

Bereavement leave is not paid out upon termination as it is meant to be used during employment for specific mourning-related absences.

There is no end-of-year payout for bereavement leave as it does not accrue or carry over.

Bereavement leave is typically granted with priority given to the death of immediate family members, though some policies may extend to more distant relatives.

Sick leave entitlement often varies depending on the length of service, with specific details outlined in employment contracts or collective agreements.

Employees are generally required to inform their employer about their sickness as soon as possible, ideally on the first day of absence.

While formal approval is not needed, notification and substantiation, such as a medical certificate, are typically required.

Sick leave does not typically have an additional quota; it is based on medical needs as certified by a healthcare provider.

Sick leave does not accrue over time but is granted based on actual sickness and medical certification.

Sick leave generally does not carry over to the next year as it is contingent on specific instances of illness.

Unused sick leave is not paid out upon termination of employment.

There is no payout for unused sick leave at the end of the year.

A doctor's note is required to substantiate the need for sick leave, especially for extended periods of absence.