Bermuda Leave Laws and Holidays

Employees are generally entitled to 3 days of paid bereavement leave upon the death of an immediate family member.

Employees should notify their employer as soon as possible in the event of the death of a family member to arrange for bereavement leave.

Bereavement leave is typically granted without formal approval, though notification and some proof of the event (e.g., a death certificate) may be required.

Additional days may be granted depending on the employer's policies and the specific circumstances.

Bereavement leave does not accrue and is granted as needed.

There is no carry over for bereavement leave as it does not accrue.

There is no payout for unused bereavement leave as it is granted only as needed.

Bereavement leave is not subject to end of year payout as it does not accrue.

Immediate family members usually include spouse, children, parents, and siblings; however, some employers may extend this to include other close relatives.

Eligible employees are entitled to 5 days of paternity leave, to be used at the time of their child's birth.

Employees should inform their employer as soon as reasonably possible once they know the expected week of childbirth.

Paternity leave is a statutory entitlement and does not typically require approval, but notification is required.

Additional paternity leave is not typically available beyond the statutory entitlement.

Paternity leave does not accrue and is granted as a one-time entitlement per childbirth event.

Paternity leave cannot be carried over as it is intended for use specifically at the time of childbirth.

Paternity leave is not subject to payout on termination, as it must be used in relation to a specific childbirth event.

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

Paternity leave is intended to be used immediately around the time of childbirth to support the partner and new child.

Employees are typically entitled to up to 8 days of paid sick leave per year.

Employees are required to inform their employer about their sickness as soon as reasonably possible.

While formal approval is not typically required for sick leave, employees must notify their employer and may need to provide a medical certificate.

Additional sick leave beyond the statutory quota may be granted based on the employer's leave policy or at their discretion.

Sick leave entitlement generally accrues based on the length of service, with an increase in accrued days after certain service milestones are reached.

Sick leave is generally not eligible for carry over to the next year; unused days will lapse at the end of each year.

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.

Employers may require a medical certificate for a sick leave period, especially if the absence extends beyond a couple of days.

Eligible employees are entitled to 13 weeks of maternity leave, with provisions for both prenatal and postnatal periods.

Employees must typically notify their employer of their pregnancy and intended leave at least three months in advance.

Maternity leave is a statutory right and does not require explicit approval, though notification requirements must be met.

Additional maternity leave beyond the statutory quota is not standard and would need to be agreed upon with the employer.

Maternity leave does not accrue over time like annual leave; it is a fixed entitlement based on eligibility.

There is no carry over for maternity leave as it is event-based and must be used within a specific time frame around the birth.

Maternity leave cannot be paid out as it must be used for the purpose of childbirth and recovery.

Maternity leave does not have an end of year payout as it must be taken at the time of the childbirth event.

During maternity leave, employment benefits such as health insurance typically continue as if the employee were working.

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

The notice period for taking annual leave typically varies based on employer policies, but generally, employees should give at least two weeks' notice.

Annual leave requires prior approval from the employer, and the timing of leave may need to be coordinated to accommodate workplace needs.

Additional annual leave beyond the statutory minimum can be granted at the discretion of the employer, often based on negotiation or employment contracts.

Annual leave typically accrues on a monthly basis after the employee has completed the initial period of employment required to qualify for leave.

Carry over of unused annual leave is usually permitted, but it may be subject to limitations such as a maximum number of days that can be carried over to the next year.

Upon termination of employment, any accrued but unused annual leave is typically paid out to the employee.

End of year payout for unused annual leave is generally not mandatory unless specifically stipulated by the employment contract or employer policy.

Additional rules regarding annual leave may be governed by terms outlined in individual employment contracts or collective bargaining agreements.

Employees are entitled to a day off with pay on public holidays recognized by the government.

Notice periods do not apply to public holidays as these are predetermined days off.

Public holidays do not require approval as they are automatically granted to all employees.

Additional quota for public holidays is not applicable as these days are fixed and mandated by law.

Public holidays do not accrue; they occur on fixed dates each year.

There is no carry over for public holidays as they are specific to certain dates each year.

There is no payout for public holidays on termination as these benefits do not accrue.

There is no end of year payout for public holidays as these do not accrue.

If required to work on a public holiday, employees may be entitled to additional compensation or alternative time off, depending on local laws and employer policies.