Cayman Islands Leave Laws and Holidays

Employees are entitled to a minimum of 14 days of annual leave after completing one year of service with their employer.

Employees must give their employer advance notice before taking annual leave, the duration of which should be agreed upon with the employer.

Annual leave dates must be approved by the employer, ideally considering both the needs of the business and the preference of the employee.

Additional annual leave beyond the standard quota is not commonly granted unless under special agreements or policies set by the employer.

Annual leave accrues over the course of the year, typically calculated monthly or by the actual number of days worked.

Carry over of unused annual leave to the next year is typically limited and subject to employer's policy. Any carry over must be used within the first quarter of the next year or it may be forfeited.

Unused annual leave is paid out upon termination of employment.

Unused annual leave is generally not paid out at the end of the year unless the employment is terminated.

If a public holiday falls within an employee's annual leave period, the day should not be counted as part of the annual leave days.

Employees are entitled to a minimum of 10 days of paid sick leave per year after completing one year of service.

Employees are required to inform their employer about their sickness as soon as possible, ideally on the first day of absence.

While initial sick days do not typically require prior approval, extended periods of absence may require medical certification and employer's approval.

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

Sick leave entitlement accrues annually from the date of employment and resets at the end of each year.

Unused sick leave does not carry over to the next year; it is reset 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.

For sick leave extending beyond two consecutive days, employees may be required to provide a medical certificate to justify their absence and qualify for sick leave benefits.

Eligible employees are entitled to 2 weeks of paternity leave, provided they have been employed for at least a year before the child's birth.

The employer must be notified of the pregnancy and the intention to take paternity leave at least 3 months in advance.

Paternity leave requires approval from the employer, and the intended dates should be communicated well in advance.

Additional paternity leave is not typically available beyond the statutory 2 weeks unless agreed upon by the employer.

Paternity leave is not accrued but is granted per incident of childbirth.

There are no carry over provisions for paternity leave as it is intended for use shortly after the birth of a child.

Paternity leave does not have a payout option upon termination as it must be used in relation to the birth event.

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

Paternity leave must be taken within 12 months of the birth of the child, ensuring the leave is used for its intended purpose of child bonding and support.

Employees are entitled to take off on national public holidays, which vary each year and include both fixed and variable dates.

Notice periods do not apply to public holidays as these are set and known in advance.

Public holidays are automatically granted and do not require employer approval unless the employee is in a critical role that requires holiday work.

There are no additional quotas for public holidays; these dates are fixed by law.

Public holidays do not accrue and are observed as specified by official government announcements.

Carry over rules do not apply to public holidays as they must be observed on the specific dates they occur.

There is no payout for public holidays upon termination as these benefits do not accumulate.

Public holidays cannot be paid out at the end of the year as they are specific dates that must be observed.

Employees required to work on public holidays may be entitled to additional compensation, often at a premium rate, as stipulated by employment contracts or policies.

Pregnant employees are entitled to 12 weeks of maternity leave, provided they have been employed for a continuous period of at least one year.

The employer must be informed of the pregnancy and intended leave at least 10 weeks prior to the expected date of birth.

While maternity leave is a statutory right, notification and arrangement for the leave must be approved by the employer in advance.

Additional maternity leave beyond the statutory 12 weeks is not standard and would depend on the employer's policies or mutual agreement.

Maternity leave does not accrue like annual leave; it is based strictly on maternity needs.

There are no carry over rules for maternity leave as it is a one-time entitlement per pregnancy.

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

There is no end of year payout for unused maternity leave as it does not accrue annually.

Employees on maternity leave are protected from dismissal due to their pregnancy or for taking their entitled leave, except on grounds that are unrelated to the pregnancy or childbirth.