Barbados Leave Laws and Holidays

Female employees are entitled to 12 weeks of maternity leave, of which 6 weeks should be taken after delivery.

The employer must be notified of the pregnancy and the expected date of delivery at least 3 months in advance.

Maternity leave requires formal approval from the employer, following the submission of medical documentation.

Additional maternity leave may be granted on a case-by-case basis, particularly for medical reasons, and subject to employer's approval.

Maternity leave does not accrue over time but is granted per pregnancy as a fixed entitlement.

Carry over of maternity leave does not apply as it is event-specific and must be used within the timeframe of the pregnancy and post-delivery period.

Maternity leave is not subject to payout on termination, as it must be used within the context of childbirth.

There is no end of year payout for unused maternity leave as it cannot be deferred beyond the post-delivery period.

During maternity leave, women are entitled to protection from dismissal or discrimination related to their condition, ensuring job security and benefits continuation.

Employees are entitled to a minimum of 14 days of paid annual leave after completing one year of continuous service with the same employer.

Employees are generally required to give at least two weeks' notice when planning to take their annual leave, although this can vary based on employer policies.

Annual leave requests must be approved by the employer, and it's common for employers to schedule leave periods according to work requirements.

Additional annual leave beyond the standard quota is not mandated by law and depends on the terms of employment or collective agreements.

Annual leave accrues monthly but is typically accessible only after the completion of a year of service.

Carrying over of unused annual leave to the next year is not specifically regulated by law, thus it depends on the employer's policies.

Upon termination, employees are entitled to a payout for any accrued but unused annual leave.

There is no legal requirement for the payout of unused annual leave at the end of the year; this is subject to employer policies.

Annual leave may also include time off for public holidays occurring during a leave period, depending on company policy.

Employees are entitled to sick leave of up to 15 days per year, which may require a medical certificate after 2 consecutive days of absence.

Employees should inform their employer about their sickness as soon as possible, preferably on the first day of absence.

While sick leave does not typically require prior approval, employees must notify their employer and may be required to provide a medical certificate.

Additional sick leave may be granted depending on the circumstances and the employer's policies, particularly in cases of prolonged illness.

Sick leave entitlement is generally renewed annually and does not accrue in the traditional sense.

Sick leave usually does not carry over to the next year; unused days are forfeited.

There is no provision in Barbadian law for the payout of unused sick leave upon termination.

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

For absences due to sickness lasting more than two consecutive days, a medical certificate is typically required to justify the leave.

Eligible male employees are entitled to 2 weeks of paid paternity leave to be taken after the birth of a child.

The employer must be notified of the pregnancy and the expected date of delivery at least 3 months in advance, similar to maternity leave.

Paternity leave requires formal approval from the employer, and employees must provide suitable documentation as proof of the birth.

Additional paternity leave is generally not available, though exceptions may be made in extraordinary circumstances.

Like maternity leave, paternity leave does not accrue and is available per event.

Paternity leave must be taken shortly after the birth of a child and cannot be carried over.

Paternity leave is not eligible for payout on termination as it is intended to be used immediately following the birth of a child.

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

During paternity leave, employees are protected from dismissal or discrimination, ensuring their position and benefits remain secure.

Compassionate leave is not explicitly regulated by law in Barbados, and its duration depends on the employer’s policy. Typically, it ranges from a few days to a week.

Employees should notify their employer as soon as possible, preferably before their absence, to allow for work adjustments.

Since compassionate leave is generally granted at the employer’s discretion, employees must seek approval before taking leave.

If additional compassionate leave is needed, it may be granted at the employer’s discretion, often as unpaid leave.

Compassionate leave does not accrue over time; it is granted based on need and employer policy.

Compassionate leave is generally provided on an as-needed basis and does not carry over.

Unused compassionate leave is not compensated upon termination.

Compassionate leave is not paid out at the end of the year since it is not accrued.

Compassionate leave is usually provided in cases of bereavement, serious illness of a family member, or other personal emergencies.

Study leave may be granted for employees pursuing further education, with duration and conditions depending on the employer's policies or collective agreements.

Employees must request study leave well in advance, often weeks or months before the intended leave, to allow for workload planning.

Study leave is granted at the employer’s discretion and often requires proof of enrollment in an educational program.

Some employers may grant additional study leave for exams or special programs, but this is not guaranteed by law.

Study leave is typically granted on an as-needed basis and does not accrue over time.

Unused study leave does not carry over to the next year unless specified in the employer's policy.

There is no payout for unused study leave upon termination.

Study leave is not subject to end-of-year payout as it is not accrued.

Some employers may require employees to commit to continued service for a specified period after study leave or repay costs if they leave early.

Employees may be granted leave for national service obligations, but the specifics depend on government policies.

Employees must inform their employer as soon as they receive official notification for national service duty.

Employers must be notified, but they cannot deny leave if it is mandated by law.

Additional leave for national service may be granted if required by government authorities.

National service leave is granted as needed and does not accrue.

Unused national service leave does not carry over.

There is no payout for unused national service leave.

National service leave is not eligible for end-of-year payout.

The length of leave depends on the duration of national service obligations.

Employees called for jury duty are entitled to leave for the duration required by the court.

Employees should inform their employer immediately upon receiving a jury summons.

Employers cannot deny jury duty leave but must be informed in advance.

Jury duty leave is granted only for the period of service required by the court.

Jury duty leave is granted when required and does not accrue over time.

Jury duty leave cannot be carried over.

There is no payout for unused jury duty leave.

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

Employers may ask for official court documentation to confirm jury duty attendance.

Bereavement leave is typically granted for a short period following the death of an immediate family member, but it is not regulated by law.

Employees should inform their employer as soon as possible after a bereavement.

Bereavement leave must be approved by the employer, though it is generally granted.

Additional bereavement leave may be granted in special circumstances.

Bereavement leave is granted as needed and does not accrue.

Bereavement leave does not carry over.