Botswana Leave Laws and Holidays

Public holidays in Botswana are dates specified by the government each year. Employees are entitled to take these days off with pay.

Public holidays are predetermined and do not require a notice period for employees.

Public holidays do not require approval as they are automatically observed nationwide.

There are no additional quotas for public holidays; the dates are fixed by the government.

Public holidays are not accrued but occur on fixed dates as specified by the government annually.

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

Public holidays are not subject to payout upon termination as they are only applicable on the specific dates they occur.

There is no end of year payout for public holidays as they must be observed on the specific dates designated each year.

If an employee works on a public holiday, they are typically entitled to a different day off in lieu or additional pay, as per employer's policy.

Eligible employees are entitled to 12 weeks of maternity leave, which can be taken 6 weeks before and 6 weeks after childbirth.

Employees are required to notify their employer at least one month before the expected date of childbirth, although earlier notice is encouraged.

Maternity leave must be approved by the employer, but refusal is not typical given the legal protections.

Additional maternity leave is not typically available beyond the statutory 12 weeks unless stipulated by employer policies or under special circumstances.

Maternity leave does not accrue and is granted as a one-time benefit per pregnancy.

Carry over of maternity leave is not applicable as it is a one-time entitlement per pregnancy.

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

There is no end of year payout for maternity leave as it relates specifically to the period around childbirth.

Employees on maternity leave are protected from dismissal due to their pregnancy or childbirth, except for reasons unrelated to their pregnancy or performance.

Employees are entitled to up to 14 working days of paid sick leave per year after completing one month of service with an employer.

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

Sick leave beyond two consecutive days requires a medical certificate to be submitted to the employer for approval.

Additional sick leave may be granted if supported by a medical certificate and depending on the employer's policies.

Sick leave entitlement is not accrued but is granted in full at the start of each calendar year or upon commencement of employment.

Unused sick leave does not carry over to the next year; it is reset at the beginning of each calendar year.

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

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

A doctor's note is required for sick leave of more than two consecutive days. Employers may require a doctor's note for fewer days at their discretion.

Study leave is not specifically addressed in Botswana employment laws. Any provision of study leave would be at the discretion of the employer.

Since study leave is not mandated by law, any notice period would be determined by the employer's internal policies.

Study leave, where provided, requires approval from the employer.

Additional study leave is dependent on employer policies, as there is no legal entitlement.

There are no accrual rules for study leave in Botswana, as it is not recognized by law.

No carryover rules apply to study leave, as it is not recognized by law.

There is no payout for unused study leave upon termination, as it is not legally mandated.

There is no end of year payout for study leave as it is not legally recognized.

Any study leave granted is subject to the employer's discretion and may include conditions such as the relevance of the study to the job.

Paternity leave is not explicitly provided for under Botswana's employment laws. Any paternity leave would be at the discretion of the employer.

Since paternity leave is not legally mandated, the notice period and terms depend entirely on the employer's policy.

Paternity leave, where provided, requires approval from the employer.

Additional paternity leave would depend on the employer's policies, as there is no legal requirement.

There are no accrual rules for paternity leave in Botswana law, as it is not a legally recognized leave type.

No carryover rules apply to paternity leave, as it is not mandated by law.

There is no payout for unused paternity leave upon termination, as it is not legally recognized.

There is no end of year payout for paternity leave as it does not legally exist.

Any paternity leave is based on the discretion of the employer and is therefore subject to their specific policies and conditions.

The duration of compassionate leave is not specified in Botswana law, and typically varies depending on the employer's policies.

Employees should inform their employer about the need for compassionate leave as soon as possible, under the circumstances.

Compassionate leave generally requires approval from the employer, often depending on the reason for the leave and the urgency of the situation.

Additional compassionate leave is at the discretion of the employer and may depend on the specific circumstances and company policy.

Compassionate leave does not accrue and is typically granted on an as-needed basis.

There is no carryover for compassionate leave as it does not accrue.

There is no payout for unused compassionate leave upon termination as it is granted based on specific needs at the time.

There is no end of year payout for compassionate leave as it does not accrue.

Compassionate leave is usually granted to deal with serious illness or death of immediate family members, but exact terms can vary.

Employees are entitled to 15 working days of paid annual leave after completing 12 months of continuous service with the same employer.

Employees are usually required to give at least 14 days' notice prior to taking their annual leave, although this can vary based on employer policies.

Annual leave requires approval from the employer, and employers may schedule the leave in accordance with work requirements.

Additional annual leave days are not standard and typically depend on specific employment contracts or employer discretion.

Annual leave accrues monthly but is only available for use after the employee has completed 12 months of employment.

Carry over of unused annual leave to the next year is generally permitted, but it is often limited to a certain number of days and must be used within the first quarter of the following year.

Unused annual leave is paid out upon termination of employment.

There is generally no payout for unused annual leave at the end of the year unless the employment contract specifies otherwise.

Additional rules regarding annual leave may be specified in the employment contract or workplace policies.