Burkina Faso Leave Laws and Holidays

Fathers are entitled to 2 weeks of paternity leave to be taken shortly after the birth of their child.

Fathers must notify their employer in advance of the expected birth to arrange their paternity leave.

While paternity leave is a right, the exact timing and duration might need to be approved by the employer.

There are no provisions for additional paternity leave beyond the two weeks granted by law.

Paternity leave does not accrue and is granted per childbirth event.

Paternity leave cannot be carried over as it is intended for use shortly after the child's birth.

There is no payout for unused paternity leave upon termination, as it must be used in relation to a childbirth event.

There is no end of year payout for paternity leave as it is not an accruable leave type.

Paternity leave is specifically designed to be used immediately following the birth of a child to assist the mother and bond with the newborn.

Employees are entitled to 22 working days of paid annual leave per year after one year of continuous service.

The specific notice period for taking annual leave is not stipulated by law but must be scheduled in agreement with the employer.

Annual leave needs to be approved by the employer, typically in accordance with business needs and the scheduling requirements of the workplace.

The law does not provide provisions for additional annual leave beyond the standard 22 days.

Annual leave is accrued monthly, based on the employee's start date, and is available after one year of service.

Unused annual leave can be carried over to the next year, though the specifics may be subject to employer policies.

Any accrued but unused annual leave is to be paid out upon termination of employment.

There is no automatic payout of unused annual leave at the end of the year; it is generally carried over.

Additional rules regarding annual leave may be stipulated in individual employment contracts or collective agreements.

Employees are entitled to sick leave of up to 6 months, depending on the length of service and medical certification.

Employees must notify their employer as soon as possible in the event of sickness and provide a medical certificate.

Sick leave requires approval through submission of a medical certificate from a certified healthcare provider.

Any extension of sick leave may be granted based on further medical advice and assessment of recovery.

Sick leave does not accrue like annual leave but is granted based on occurrence of illness or injury.

Sick leave is not applicable for carry over as it is event-based and depends on specific instances of illness.

Sick leave is not paid out upon termination as it only applies during the tenure of employment when the employee is actually sick.

Unused sick leave does not qualify for end of year payout as it is not accrued.

The use of sick leave must always be supported by a medical certificate, specifying the expected duration of absence.

Pregnant employees are entitled to 14 weeks of maternity leave, which can be extended under certain medical conditions.

Employees must notify their employer of their pregnancy and the expected date of birth to arrange maternity leave accordingly.

Maternity leave is a statutory right and does not require approval, though notification and medical proof of pregnancy are necessary.

Additional maternity leave may be granted in case of pregnancy complications or health issues related to childbirth as advised by a doctor.

Maternity leave does not accrue like other types of leave; it is granted as a one-time benefit per pregnancy.

Carry over rules do not apply to maternity leave as it is event-based and not accrued.

Maternity leave does not have a payout on termination as it must be used during the pregnancy period.

There is no end of year payout for maternity leave as it is not an accruable leave type.

During maternity leave, employees are protected from dismissal due to their pregnancy or childbirth, except in cases of gross misconduct.