Bahamas Leave Laws and Holidays

Employees are entitled to two weeks of vacation leave after completing one year of continuous employment. After seven years of continuous service, this increases to three weeks.

Employees must provide at least two weeks’ notice before taking vacation leave to allow for adequate planning by the employer.

Vacation leave dates must be approved by the employer to ensure minimal disruption to business operations.

Additional vacation leave can be granted based on employment contracts or mutual agreements between employer and employee.

Vacation leave accrues on an annual basis, calculated from the start date of employment.

Unused vacation leave may be carried over to the next year if agreed upon by the employer, but typically must be used within a specific period.

Any accrued but unused vacation leave must be compensated in the final paycheck upon termination of employment.

Employers are not required to pay out unused vacation leave at the end of the year unless specified in the contract.

Employers may schedule vacation leave based on business needs if mutual agreement on timing is not possible.

Employees are entitled to one week of paid sick leave per year after completing six months of continuous employment.

Employees should notify their employer as soon as they are aware they will be unable to work due to illness.

Sick leave does not require prior approval, but employees must inform their employer promptly about their absence.

Additional sick leave may be granted upon submission of a medical certificate, subject to employer discretion.

Sick leave is accrued on an annual basis following six months of continuous employment.

Unused sick leave generally does not carry over to the next year unless specified in the employment contract.

Unused sick leave is not compensated upon termination of employment.

Unused sick leave is not paid out at the end of the year.

Employers may request a medical certificate for sick leave exceeding two consecutive days.

Female employees are entitled to 12 weeks of maternity leave, with 8 weeks paid, provided they have completed one year of continuous employment.

Employees must notify their employer at least four weeks before their expected due date.

Maternity leave does not require approval, but employees must inform their employer of their intended leave dates.

Additional unpaid leave may be granted if medically necessary, with proper documentation.

Maternity leave is granted as needed and does not accrue.

Maternity leave must be taken in conjunction with childbirth and cannot be carried over.

If an employee qualifies for maternity leave before termination, she is entitled to the paid portion.

Maternity leave is not subject to end-of-year payout.

Employees are entitled to return to their same or a comparable position after maternity leave.

Fathers are entitled to one week of unpaid paternity leave following the birth of their child.

Employees must notify their employer prior to the expected birth date to arrange paternity leave.

Paternity leave does not require approval but should be communicated in advance.

Additional unpaid leave may be granted based on mutual agreement with the employer.

Paternity leave is granted as needed and does not accrue over time.

Paternity leave must be taken around the time of childbirth and cannot be carried over.

Since paternity leave is unpaid, no compensation is due upon termination.

Unused paternity leave is not paid out at the end of the year.

Paternity leave should be taken immediately following the birth or within a short time thereafter.

Employees may be granted up to three days of paid bereavement leave for the death of an immediate family member.

Employees should notify their employer promptly upon learning of the need for bereavement leave.

Employers typically approve bereavement leave but may request proof of the relationship and event.

Additional unpaid leave may be granted depending on the relationship and employer’s discretion.

Bereavement leave is granted as needed and does not accrue.

Bereavement leave is tied to specific events and cannot be carried over.

Bereavement leave is not compensated if unused at the time of termination.

Bereavement leave is not paid out at the end of the year.

Employers may request documentation, such as a death certificate, to approve bereavement leave.

Employees are entitled to take leave for the entire period they are required to serve on a jury, as mandated by law.

Employees must inform their employer as soon as they receive a jury duty summons to allow for adjustments in the workplace.

Employer approval is not required as jury duty leave is a legal obligation. Employers cannot prevent employees from serving.

Jury duty leave covers the full period required by the court, so additional leave is not applicable.

Jury duty leave is granted as needed and does not accrue over time.

Jury duty leave is specific to the summons period and cannot be carried over.

Since jury duty leave is only granted when required, there is no payout for unused leave upon termination.

Jury duty leave is not subject to end-of-year payouts.

Employees are protected from dismissal or disciplinary action due to serving on a jury.

Employees are entitled to paid leave on all recognized public holidays in the Bahamas.

No notice is required as public holidays are predetermined and recognized by law.

Public holidays are statutory, and employees do not need approval to take these days off.

Public holidays are fixed by the government, and additional public holiday leave is not provided.

Public holidays are recognized dates and do not accrue.

Public holidays must be taken on the designated day and cannot be carried over.

Unused public holiday leave is not compensated upon termination since it is tied to specific dates.

Public holidays are not subject to end-of-year payouts.

Employees required to work on public holidays are typically entitled to double pay or compensatory time off.

Employees may take unpaid leave for family-related emergencies, such as caring for a sick family member.

Employees should notify their employer as soon as they become aware of the need for family leave.

Family leave typically requires employer approval, especially for extended periods.

Additional family leave may be granted at the employer’s discretion based on individual circumstances.

Family leave is granted as needed and does not accrue over time.

Family leave is tied to specific events and cannot be carried over.

Family leave is unpaid and therefore not compensated upon termination.

Unused family leave is not paid out at the end of the year.

Employers may request documentation to verify the need for family leave.

Employees may be granted up to three days of paid compassionate leave for critical family situations.

Employees should notify their employer as soon as they are aware of the need for compassionate leave.

Compassionate leave typically requires employer approval, with consideration given to the situation's urgency.

Employers may grant additional unpaid compassionate leave based on the severity of the situation.

Compassionate leave is granted as needed and does not accrue over time.

Compassionate leave cannot be carried over as it is tied to specific events.

Compassionate leave is event-specific and unpaid if unused upon termination.

Unused compassionate leave is not paid out at the end of the year.

Employers may request documentation to verify the need for compassionate leave.

Study leave duration depends on the employer's policy, often granted for exams or professional development courses.

Employees must provide advance notice of their intent to take study leave, usually aligned with examination schedules.

Study leave typically requires employer approval and may be granted based on the relevance of the course to the job.

Employers may offer additional study leave, particularly if it benefits the organization.

Study leave is granted as needed and does not accrue over time.

Study leave must be taken as needed and cannot be carried over.

Unused study leave is not compensated upon termination.

Unused study leave is not paid out at the end of the year.

Employers may request proof of course enrollment or examination schedules to approve study leave.