Djibouti Leave Laws and Holidays

Employees in Djibouti are eligible for a minimum of 2.5 working days of annual leave for each month of service, which equals to 30 days of annual leave per year.

The specific notice period for taking annual leave is not stipulated by law but typically requires agreement from the employer and should be planned in advance.

Taking annual leave in Djibouti requires prior approval from the employer, typically aligned with business needs and planned in coordination with the workplace.

The law does not provide provisions for additional annual leave quota beyond the standard accrual rate.

Annual leave in Djibouti accrues at a rate of 2.5 days per month of service.

Carrying over of annual leave to the next year is generally permitted, but the terms may be subject to employer's leave policy.

Employees are entitled to a payout for any accrued but unused annual leave upon termination of employment.

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

Annual leave must generally be scheduled in consideration of the operational requirements of the employer.

Fathers are entitled to 10 days of paternity leave to be taken at the time of birth of their child.

Employers should be notified as soon as possible after the child's birth for the leave to be taken.

Paternity leave is a statutory right and does not require prior approval, though notification of the birth is necessary.

Additional paternity leave beyond the statutory quota is not standard and is typically not available.

Paternity leave does not accrue; it is granted per instance of childbirth.

There is no carryover for paternity leave as it is to be used immediately after the birth of a child.

Paternity leave payout upon termination is not applicable as this leave is designated for use at the time of childbirth.

There is no end-of-year payout for paternity leave, as it does not accrue.

Paternity leave must be taken in connection with the birth of the employee’s child and cannot be used at other times.

Pregnant employees are entitled to 14 weeks of maternity leave, which can be extended in cases of complications or multiple births.

Employees should notify their employer of their pregnancy as soon as possible to arrange for maternity leave.

Maternity leave is a statutory right and does not require explicit employer approval, though notification is necessary.

Additional maternity leave is not typically standard but may be granted in exceptional medical circumstances.

Maternity leave does not accrue and is granted as a one-time benefit per pregnancy.

Carryover of maternity leave is not applicable.

Maternity leave does not apply in the case of termination as it is intended for use during pregnancy and postpartum.

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

A medical certificate must be provided to the employer to confirm the pregnancy and expected date of delivery.

Employees in Djibouti can take sick leave as needed, but the duration and pay may depend on the length of service and medical certification.

Employees are required to inform their employer as soon as possible in the event of illness necessitating sick leave.

While immediate sick leave can be taken without prior approval, a medical certificate is usually required to validate the leave for longer periods or for paid sick leave.

Additional sick leave quota may be granted based on specific medical advice and certifications.

Sick leave does not typically accrue and is granted based on actual illness and medical needs.

Sick leave is intended for immediate 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.

The management of sick leave, including the need for medical certification, is subject to the employer's specific leave policy.

The quota for bereavement leave is typically three days for employees who lose a close family member, including spouse, parents, and children. The number of days may vary depending on the employer's internal policy.

Employees must notify their employer as soon as possible upon learning of the death. While the law does not specify an exact notice period, it is expected that employees inform their employer promptly to ensure proper leave arrangements.

Bereavement leave typically requires employer approval. The employee must provide appropriate documentation, such as a death certificate or other proof, to justify the leave request.

In most cases, additional bereavement leave beyond the initial days provided is not granted. However, employees may be able to take additional time off through other leave types, such as annual leave or unpaid leave, subject to employer approval.

Bereavement leave is not accrued like annual leave. Employees are granted a specific number of days off based on the occurrence of a death in the family, and these days are not accumulated over time.

Since bereavement leave is given on a per-event basis, it does not carry over from one year to the next. Unused bereavement leave cannot be saved or transferred.

If an employee has unused bereavement leave at the time of their termination, they will not be paid for it. Bereavement leave is a specific, non-accumulative leave type meant for particular circumstances.

As bereavement leave is not an accrued leave type, there is no payout at the end of the year for unused days. This leave is intended for immediate use when a death occurs.

Bereavement leave typically follows the standard practices outlined in Djibouti labor laws and employer policies, without any unique provisions or exceptions.