Colombia Leave Laws and Holidays

The duration of unpaid leave is not fixed by law and typically depends on the agreement between the employer and the employee.

The notice period for unpaid leave should be negotiated with the employer, ideally providing as much notice as possible.

Taking unpaid leave requires the approval of the employer, and conditions should be clearly outlined in the employment contract or agreement.

Additional quota for unpaid leave can be negotiated depending on the employer's policies and the circumstances of the request.

Unpaid leave does not accrue and does not fall under typical leave accrual rules.

There are no carry over rules for unpaid leave as it is not a statutory leave type and is based on specific agreements.

Unpaid leave does not involve any payout upon termination as it does not accrue.

There is no end of year payout for unpaid leave.

The terms and conditions of unpaid leave are largely dependent on what is agreed upon between the employer and the employee.

Leave for civil or public duties is granted as required by the nature of the duty, such as jury service or mandatory training for reservists.

Employees should provide notice as soon as they are aware of the need for leave related to civil or public duties.

This type of leave requires notification and typically some form of official documentation or summons.

Additional leave for civil or public duties is granted as required by the obligations of the duty.

Leave for civil or public duties does not accrue but is granted as needed.

Carry over rules do not apply as this leave is specific to the events requiring civic participation.

There is no payout for unused civil or public duty leave upon termination.

Unused leave for civil or public duties is not paid out at the end of the year.

The use of this leave is specific to the requirements of the civic or public duty and may involve coordination with the employer to manage work absences.

Employees are entitled to 5 days of bereavement leave upon the death of a close family member.

Employees must inform their employer immediately upon the occurrence of a death in the family.

While bereavement leave is generally recognized, notification and some form of proof (e.g., a death certificate) are required.

Additional bereavement leave is not standard and would typically depend on employer discretion or specific circumstances.

Bereavement leave does not accrue and is granted as needed per event.

There is no carry over for bereavement leave as it is intended to be used immediately following the family member's death.

Bereavement leave is not paid out upon termination as it applies only during active employment and in response to a specific event.

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

Bereavement leave is typically only available in the event of the death of immediate family members, such as a spouse, parent, or child.

Fathers are entitled to 8 working days of paternity leave, which is paid.

Fathers are expected to notify their employer as soon as possible after the birth of their child.

While paternity leave is a right, proper notification and documentation of the birth are required for leave to be granted.

Additional paternity leave beyond the standard 8 days is not commonly available.

Paternity leave does not accrue as it is granted per event of childbirth.

Paternity leave cannot be carried over as it must be used shortly after the childbirth.

Paternity leave is not paid out upon termination as it must be used in relation to a specific childbirth event.

There is no end of year payout for paternity leave.

Paternity leave is specifically intended for use immediately following the birth of a child to support the partner and bond with the newborn.

Employees are entitled to sick leave as needed, provided they submit appropriate medical certification to justify their absence.

Employees should inform their employer as soon as possible when a sickness occurs that prevents them from working.

Sick leave needs to be approved by the employer, supported by medical documentation from a certified health professional.

Additional sick leave quota is not typically specified and depends on medical necessity and employer policies.

Sick leave does not accrue since it is granted based on actual health conditions as evidenced by medical certification.

There is no carry over for sick leave as it is granted based on specific incidents of illness.

Sick leave is not paid out on termination, as it is only applicable during the employment for health-related absences.

Unused sick leave does not get paid out at the end of the year as it does not accrue.

The management of sick leave, including any additional allowances, is typically at the discretion of the employer based on company policy and the nature of the illness.

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

It is recommended that employees provide at least two weeks notice prior to taking their vacation to ensure proper planning and continuity of work.

Vacation leave requires approval from the employer, typically arranged in advance to accommodate work schedules.

Additional vacation leave beyond the statutory quota is not commonly granted and is subject to employer's discretion.

Vacation leave rights accrue annually on the completion of each year of employment.

Employees may carry over unused vacation leave to the next year, but it is often subject to employer policies.

Any accrued but unused vacation leave must be paid out to the employee upon termination of employment.

There is no mandatory payout of unused vacation leave at the end of each year, as unused days can typically be carried over.

Vacation leave is encouraged to be taken within the year it is accrued to ensure employees have adequate rest periods.

Pregnant employees are entitled to 18 weeks of paid maternity leave, which can be extended under certain circumstances.

Employees are required to provide notice at least two weeks before the expected birth date, or as soon as reasonably possible.

Maternity leave requires formal notification and typically approval, aligned with healthcare provider recommendations.

Additional maternity leave may be granted in the event of pregnancy complications or health issues affecting the mother or baby, as documented by a healthcare provider.

Maternity leave is a statutory right and does not accrue based on length of employment, though eligibility may be subject to tenure requirements.

Carry over of maternity leave is not applicable as it is intended for use around the time of childbirth.

Maternity leave is not subject to payout upon termination, as it must be used specifically for childbirth and related recovery.

There is no end of year payout for maternity leave as it does not accrue annually but is granted per pregnancy.

Maternity leave covers both prenatal and postnatal periods, ensuring the health and well-being of both mother and child during and after birth.

Employees are entitled to 15 working days of paid annual leave after a year of service.

The timing of annual leave must be agreed upon by both the employer and the employee, typically scheduled well in advance.

Annual leave requires approval from the employer, with dates mutually agreed upon.

Additional leave beyond the standard quota is not common and would typically require special agreements or circumstances.

Annual leave accrues monthly but is only available for use after completing one year of service.

Employees can carry over unused annual leave to the next year, but it is often limited to a certain period as agreed by the employer.

Unused annual leave is paid out upon termination of employment.

There is no automatic payout for unused annual leave at the end of the year; it is carried over or forfeited based on company policy.

The scheduling and other specifics of annual leave may be subject to employment contracts or collective agreements.