Chad Leave Laws and Holidays

Sick leave entitlement typically depends on the provision of a medical certificate and the specific terms outlined in the employment contract or national labor laws.

Employees are required to notify their employer about their illness and provide a medical certificate as soon as possible.

Approval for sick leave is contingent upon submission of a medical certificate or other acceptable proof of illness.

Additional sick leave may be granted based on medical advice and the severity of the health condition, often requiring further medical documentation.

Sick leave does not typically accrue and is granted as needed, based on medical circumstances and employer policies.

Sick leave is intended for immediate use due to health issues and cannot be carried over to subsequent years.

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.

Specific rules and entitlements for sick leave may vary according to the employment contract and company policy.

Fathers are entitled to 3 days of paternity leave to be taken at the time of childbirth.

Fathers are expected to notify their employers as soon as practicable regarding the use of paternity leave, ideally as soon as the expected date of childbirth is known.

While paternity leave is a right, its timing and duration may need to align with employer policies and operational requirements.

Additional paternity leave is generally not available beyond the statutory 3 days unless provided for by employer policy or collective agreement.

Paternity leave does not accrue and is available per instance of childbirth.

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

There is no payout on termination for unused paternity leave as it must be used at the time of childbirth.

Unused paternity leave is not paid out at the end of the year as it does not accumulate.

Paternity leave is intended for use immediately surrounding the birth event, allowing fathers to support their partners and newborns.

Employees are entitled to 3 days of bereavement leave for the death of a close relative, and up to 5 days for the death of an immediate family member.

Employees should inform their employer about their bereavement leave as soon as reasonably possible.

While formal approval is not usually required, notification and some form of confirmation, such as a death certificate, may be needed.

Additional bereavement leave is generally not available beyond the specified days unless exceptional circumstances are recognized by the employer.

Bereavement leave does not accrue and is granted as needed.

There is no carry over for bereavement leave as it is event-specific.

Bereavement leave is not paid out upon termination as it is intended for use during specific events while employed.

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

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

Pregnant employees are entitled to 14 weeks of maternity leave, which includes 8 weeks post-birth.

Employees must notify their employers of their pregnancy at least 2 weeks before the expected week of childbirth, accompanied by a medical certificate.

Maternity leave is a statutory right and does not require approval from the employer, though proper notification is required.

Additional maternity leave may be granted in cases of pregnancy complications or health issues related to childbirth, as documented by a medical professional.

Maternity leave does not accrue over time but is granted per pregnancy as stipulated by law.

Maternity leave cannot be carried over as it is specific to each pregnancy.

Maternity leave benefits are not subject to payout on termination, as they must be used within the context of childbirth.

There is no end of year payout for maternity leave as it does not accumulate.

Employees on maternity leave are protected from dismissal during this period, except under exceptional circumstances not related to pregnancy or childbirth.

Employees are entitled to 14 days of paid annual leave per year after one year of continuous service.

Employees must notify their employers at least one month in advance of the intended start date of their annual leave.

Annual leave requests require approval from the employer, typically granted based on business needs.

Additional leave beyond the standard quota may be granted at the employer's discretion or through collective bargaining agreements.

Annual leave accrual is on a monthly basis, with employees typically accruing 1.17 days of leave per month of service.

Unused annual leave can be carried over to the next year, but it is often subject to limitations set by the employer or by law.

Upon termination of employment, employees are compensated for any accrued but unused annual leave.

Unused annual leave is usually not paid out at the end of the year, except on termination or under specific contractual agreements.

The granting and timing of annual leave may be subject to the operational requirements of the employer, needing careful planning and scheduling.