Chile Leave Laws and Holidays

Employees in Chile are entitled to 15 working days of paid annual leave after completing one year of continuous service with the same employer.

Annual leave should be scheduled in agreement between the employer and the employee. The employer must approve the dates.

Employees must coordinate their leave with the employer to ensure business continuity.

Additional leave days can be negotiated through collective bargaining agreements or company policies.

Employees earn the right to annual leave after completing one full year of continuous employment with the same employer.

Unused annual leave can be carried over to the following year, but it must be used within a reasonable timeframe.

Employees are entitled to receive compensation for unused accrued leave upon termination of employment.

Unused annual leave is not automatically paid out at the end of the year unless stipulated by company policy.

Annual leave can be taken as a whole or split into smaller periods, with at least 10 days taken consecutively.

Employees can take sick leave as long as they have a medical certificate. The first three days are unpaid unless the leave exceeds 10 days.

Employees must notify their employer immediately and submit a medical certificate within two working days.

Sick leave does not require employer approval, but employees must provide a medical certificate.

Sick leave is determined based on medical needs and certification; no additional quota applies.

Sick leave is not accrued; it is provided as needed based on medical documentation.

Since sick leave is based on medical necessity, it does not accumulate or carry over.

Unused sick leave is not compensated upon termination.

Sick leave is only taken when needed and is not paid out at year-end.

After the first three days, sick leave payments are covered by the health insurance system (public or private).

Maternity leave includes six weeks before childbirth and 12 weeks after childbirth, fully paid.

Pregnant employees must inform their employer and provide medical documentation confirming pregnancy and expected due date.

Maternity leave is a legal entitlement and does not require employer approval, but proper documentation must be provided.

Additional leave can be granted in cases of pregnancy complications or for premature birth.

Maternity leave is provided as needed based on pregnancy status and does not accrue over time.

Maternity leave must be taken as per the prescribed schedule and cannot be carried over.

Employees on maternity leave are protected from dismissal, except under extreme circumstances.

Maternity leave is fully paid during the period and does not result in additional payouts.

Mothers can take additional unpaid leave or transfer postnatal leave to the father.

Fathers are entitled to five consecutive working days of paid paternity leave after the birth of their child.

Fathers must inform their employer in advance and provide proof of childbirth.

Paternity leave is a legal right and does not require approval, but documentation must be provided.

Fathers can extend their leave through shared parental leave if agreed upon with the mother.

Paternity leave is available only upon childbirth and does not accrue over time.

Paternity leave must be taken immediately following the birth and cannot be postponed.

Paternity leave is tied to childbirth and does not lead to a payout upon termination.

Paternity leave must be taken within the specified period and is not paid out if unused.

Fathers can extend their leave using the parental leave system if agreed upon with the mother.

After maternity leave, parents can take up to 12 additional weeks of parental leave, which can be shared between the mother and father under specific conditions.

Employees must notify the employer in writing, typically before the end of maternity leave, to arrange parental leave.

Parental leave is a legal right, but employers and employees should coordinate the specific arrangements.

Additional leave may be granted in cases of premature birth, complications, or multiple births.

Parental leave is not accrued but is available following maternity leave.

Parental leave must be used immediately after maternity leave and cannot be deferred.

Unused parental leave is not compensated upon termination as it is tied to childbirth.

Parental leave is taken as needed and does not result in end-of-year payouts.

The father may take part of the parental leave if the mother returns to work earlier.

Employees are entitled to 3 days for the death of a close family member and up to 7 days for the death of a child or spouse.

Employees must inform their employer as soon as possible to arrange bereavement leave.

Bereavement leave is a legal entitlement and does not require approval, but employees must notify their employer.

Employers may offer additional leave through company policies or collective agreements.

Bereavement leave is granted as needed and does not accumulate over time.

Bereavement leave must be taken at the time of the event and cannot be carried over.

Bereavement leave is not compensated if unused at the time of termination.

Bereavement leave is granted for specific events and does not result in end-of-year payouts.

Employers may request documentation, such as a death certificate, to confirm eligibility.

Chile observes 15 national public holidays, during which employees are generally entitled to paid time off.

Public holidays are predetermined by law, and no notice is needed for employees to take them.

Public holidays are mandatory, and employees do not need approval to take them off.

Additional public holidays may be declared by the government but are not influenced by employer policies.

Public holidays are fixed annually and do not accrue.

Public holidays cannot be carried over to another date unless shifted by government decree.

Public holidays are not compensated if they fall during termination.

Unused public holidays are not compensated at year-end.

Employees required to work on public holidays are entitled to double pay or compensatory time off.

Employees are entitled to 5 consecutive working days of paid leave for their marriage, starting on the day of the ceremony.

Employees must notify their employer in advance and provide proof of the marriage.

Marriage leave is a legal entitlement and does not require approval, but employees must notify their employer.

Employers may offer additional days through company policies or collective agreements.

Marriage leave is granted for the specific event and does not accrue over time.

Marriage leave must be taken at the time of the event and cannot be carried over.

Marriage leave is not compensated if unused at the time of termination.

Marriage leave is for specific use and is not paid out at year-end.

Employers may request a marriage certificate to confirm eligibility.

Employees called for mandatory military service are entitled to unpaid leave for the duration of their service.

Employees must inform their employer as soon as they receive notice of military service.

Military leave is mandatory and does not require employer approval.

Military leave is granted as required by law, and no additional quota applies.

Military leave is provided as needed and does not accumulate.

Military leave is granted for the specific period of service and cannot be carried over.

Military leave is unpaid and not compensated if unused upon termination.

Military leave does not result in year-end payouts.

Employees have the right to return to their job after completing military service.

Union representatives are entitled to leave for union activities, with the quota defined by collective agreements.

Employees must notify their employer in advance when taking leave for union activities.

Union leave is a legal right but requires coordination to minimize disruption to business operations.

Additional leave may be granted through negotiations in collective bargaining agreements.

Union leave is granted based on need and collective agreements, not through accrual.

Union leave is granted for specific events or duties and cannot be carried over.

Union leave is not compensated if unused upon termination.

Union leave is granted for specific union activities and is not subject to year-end payouts.

Union representatives are protected from dismissal due to their union activities.