Bangladesh Leave Laws and Holidays

Employees are entitled to 14 days of sick leave per year, which can be used in case of illness.

Employees are expected to inform their employer about their illness and absence as soon as possible.

Sick leave longer than 2 days requires a medical certificate for approval.

Additional sick leave beyond the standard 14 days is not generally available, unless under exceptional medical circumstances and employer's discretion.

Sick leave is accrued annually and employees are eligible for the full quota at the start of each year.

Unused sick leave cannot be carried over to the next year.

There is no payout for unused sick leave when an employee leaves the company.

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

Extended sick leave requires appropriate medical documentation to justify the absence.

Employees are entitled to a minimum of 10 days of annual leave per year after completion of one year of service.

Employees should apply for annual leave at least 7 days before the intended start date.

Annual leave requests require approval from the employer, typically coordinated with business needs.

The standard annual leave quota cannot be increased unless under special employment contracts or agreements.

Annual leave accrues monthly, but is only available for use after the completion of one year of employment.

A limited number of annual leave days can be carried over to the next year, but this is subject to company policy.

Unused annual leave is paid out upon termination of employment.

Annual leave is generally not paid out at the end of the year unless it is terminated or in special circumstances as per company policy.

Annual leave scheduling may be subject to approval based on business operations and peak work periods.

Pregnant employees are entitled to 16 weeks of maternity leave, 8 weeks before delivery and 8 weeks after.

The employer must be notified of the pregnancy and intended leave at least 8 weeks before the expected delivery date.

While formal approval is not typically required, notification and proof of pregnancy are necessary.

There is no provision for additional maternity leave beyond the stipulated 16 weeks under normal circumstances.

Maternity leave does not accrue and is granted per pregnancy.

Carryover of maternity leave is not applicable as it is granted per incidence of pregnancy.

Maternity leave payout on termination does not apply as it must be used within the timeframe around the pregnancy.

There is no end of year payout for maternity leave as it is event-specific.

Employees on maternity leave are protected against dismissal or termination due to their pregnancy or leave status.

Employees are entitled to 10 days of casual leave per year. These days are meant for sudden or unforeseen situations.

Casual leave does not typically require advance notice, as it is intended for emergency or unforeseen circumstances.

Casual leave requires the approval of the employee's immediate supervisor or manager.

There are no provisions for additional casual leave beyond the stipulated 10 days per year.

Casual leave is accrued at the beginning of each year and is available for use throughout the year.

Unused casual leave cannot be carried over to the next year. It expires at the end of each calendar year.

There is no payout for unused casual leave upon termination of employment.

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

Casual leave is specifically intended for unforeseen or emergency situations and cannot be used for planned vacations.

Paternity leave is not explicitly mandated by law in Bangladesh, but some employers provide 3 to 7 days of leave for fathers during childbirth.

Employees are typically required to notify their employer in advance, ideally before the expected delivery date.

Since paternity leave is not legally mandated, employers must approve leave requests based on company policies.

Employers may extend paternity leave at their discretion, but there is no legal obligation.

Paternity leave is typically granted as a one-time leave and does not accumulate over time.

Since paternity leave is a one-time benefit, it cannot be carried over to the next year.

Unused paternity leave is not compensated upon termination of employment.

Paternity leave does not result in an end-of-year payout as it is not accrued.

Some organizations may provide longer leave periods or paid leave, depending on internal policies.

Employees earn 1 day of leave for every 18 days worked, which amounts to approximately 15-20 days per year.

Employees must provide prior notice to their employer before taking earned leave, as per company policy.

Earned leave requires employer approval and may be subject to workload considerations.

Employees cannot request additional earned leave beyond their quota unless the employer permits it.

Earned leave is accumulated based on the number of days worked in a year.

Employees can carry forward up to 40 days of unused earned leave to the next year.

Unused earned leave is compensated upon termination of employment.

Earned leave is carried over but not paid out at the end of the year.

Sector-specific regulations may apply, with some industries offering additional earned leave benefits.

Employees who work on a weekly holiday or public holiday may be entitled to compensatory leave in lieu of overtime pay.

Employers may require employees to request compensatory leave in advance.

Compensatory leave is subject to employer approval and may be granted based on operational requirements.

Compensatory leave is granted based on extra work performed and does not have a fixed quota.

Compensatory leave is granted as a direct replacement for overtime work or work on holidays.

Some employers allow compensatory leave to be carried over, while others require it to be used within a set timeframe.

Unused compensatory leave is typically not compensated upon termination.

Compensatory leave is not subject to an end-of-year payout.

Some organizations may offer compensatory leave for specific types of extra work.

Employees are entitled to festival leave based on religious or national celebrations, with the quota varying by industry.

For fixed festival holidays, no notice is required. For optional holidays, prior approval may be needed.

Approval is only required for optional festival holidays, not for public holidays.

Festival leave is granted based on predefined holidays and cannot be extended.

Festival leave is based on a fixed schedule and does not accumulate.

Unused festival leave does not carry over to the next year.

Festival leave is not compensable upon termination.

Festival leave is a fixed entitlement and is not paid out at the end of the year.

Employees belonging to different religious communities may have the option to choose their festival holidays.