Brunei Darussalam Leave Laws and Holidays

Female employees are entitled to 105 days of paid maternity leave, provided they have worked for at least one year with the employer.

The employer must be notified at least 4 weeks before the commencement of maternity leave, along with a medical certificate stating the expected date of delivery.

Maternity leave requires approval from the employer, supported by a medical certificate.

Additional maternity leave is not typically granted beyond the standard 105 days but may be negotiated with the employer.

Maternity leave is a one-time entitlement per pregnancy and does not accrue over time.

Carry over of maternity leave to another period is not applicable.

Maternity leave is not subject to payout on termination as it must be used during the pregnancy period.

Maternity leave does not have an end of year payout provision.

During maternity leave, an employee is protected from dismissal due to her pregnancy or for any reason connected with her pregnancy.

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

Employees should apply for annual leave at least 7 days before the intended start date, unless otherwise agreed with the employer.

Annual leave requires approval from the employer, and the employer may refuse based on operational requirements.

Additional annual leave beyond the standard 14 days is not commonly granted but may be negotiated individually or specified in employment contracts.

Annual leave accrues monthly but is only accessible after completion of one continuous year of service.

Carrying over of unused annual leave is generally limited; specifics depend on employer policy.

On termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is no provision for automatic payout of unused annual leave at the end of the year; it is subject to carry over rules.

Additional rules regarding annual leave may be stipulated in the employment contract or collective agreements.

Employees are eligible for up to 14 days of paid sick leave per year if they have worked for at least 90 days with the employer.

Employees must inform their employer about their medical leave as soon as possible, and provide a medical certificate.

Medical leave needs to be substantiated with a medical certificate from a qualified doctor to be approved.

If an employee is hospitalized, the medical leave quota can increase up to 60 days.

Medical leave does not accrue and is based on immediate medical needs verified by a medical practitioner.

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

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

Unused medical leave does not receive an end of year payout.

Additional provisions may apply depending on the nature of the illness and the need for long-term treatment.

The number of public holidays varies each year, typically around 15 days, including national and religious holidays as officially declared.

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

Public holidays do not require approval as they are universally recognized and observed.

There are no additional quotas for public holidays; these days are fixed and declared by the government.

Public holidays do not accrue and are observed as specified by national law each year.

Carry over rules do not apply to public holidays as they are specific to certain dates and cannot be moved.

There is no payout for public holidays on termination as these do not accumulate or carry individual financial value in terms of leave balance.

Public holidays are not subject to end of year payout as they cannot be accrued or carried over.

Employees required to work on a public holiday may be entitled to additional pay or a compensatory day off, depending on the terms of employment and local laws.

Employees are entitled to up to 14 days of paid sick leave per year if they can provide a medical certificate. An additional 60 days of hospitalization leave is available if supported by a hospital certificate.

Employees should inform their employer about their sick leave as soon as possible, ideally on the first day of absence.

Sick leave generally needs to be validated with a medical certificate to be approved for paid leave.

Additional sick leave beyond the statutory quota is not common and typically requires special consideration from the employer.

Sick leave entitlement is refreshed annually at the start of each calendar year.

Unused sick leave does not carry over to the next year; it expires at the end of each year.

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

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

If an employee is hospitalized, the sick leave can be extended up to 60 days per year, provided the condition is certified by a hospital.

Fathers are entitled to up to 7 days of paid paternity leave upon the birth of their child.

Employees must notify their employer in advance and provide the necessary documentation, such as a birth certificate.

Paternity leave must be requested and approved by the employer before it is taken."

Employers are not required to provide additional paternity leave beyond the statutory entitlement.

Paternity leave is not accrued and is granted based on eligibility at the time of childbirth.

Paternity leave cannot be carried over to the following year and must be used within a specific period after childbirth.

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

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

The leave must be taken in one continuous period and cannot be split into separate days.

Employees are entitled to up to 3 days of paid compassionate leave in case of the death or critical illness of an immediate family member

Employees should inform their employer as soon as possible and may need to provide supporting documents such as a death certificate.

Employees must seek approval before taking compassionate leave.

Employers may grant additional compassionate leave based on individual circumstances.

Compassionate leave is provided as needed and does not accumulate over time.

Compassionate leave cannot be carried over to the next year.

Employees are not compensated for unused compassionate leave upon termination.

No payout is given for unused compassionate leave at the end of the year.

This leave applies only for the loss or serious illness of immediate family members such as parents, spouse, and children.

Study leave is not mandatory under Brunei law but may be provided by employers, typically ranging from a few days to several months.

Employees must submit a request in advance, specifying the duration and purpose of the leave.

Study leave is granted at the discretion of the employer and is not a statutory right.

Employers may offer additional leave based on company policy and the employee's role.

Study leave is granted as per employer policy and does not accumulate.

Some employers may allow carrying over unused study leave, while others do not.

There is no payout for unused study leave upon termination.

Employees do not receive compensation for unused study leave.

Employees may need to provide enrollment confirmation from an educational institution.

Employees are entitled to up to 30 days of unpaid leave to perform Hajj once in their employment.

Employees must apply for leave well in advance to allow employers to arrange for workload adjustments.

Employers must approve Hajj leave before it is granted.

Hajj leave is strictly limited to 30 days and does not extend beyond that.

Hajj leave is a one-time entitlement and does not accumulate.

Hajj leave cannot be carried over as it is a one-time entitlement.

Employees do not receive compensation for unused Hajj leave upon termination.

There is no payout for unused Hajj leave.