Ecuador Leave Laws and Holidays

Pregnant employees are entitled to 12 weeks of maternity leave, which can be distributed as 2 weeks before and 10 weeks after childbirth.

Employees should notify their employers of the expected date of childbirth as soon as possible to arrange maternity leave.

Maternity leave is a statutory right and does not require approval from the employer.

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

Maternity leave does not accrue over time but is granted per pregnancy.

Maternity leave cannot be carried over as it is tied specifically to the period around childbirth.

Maternity leave is not subject to payout on termination as it must be used within the childbirth period.

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

Employees on maternity leave are protected from termination of employment during this period, except under exceptional circumstances.

Fathers are entitled to 10 days of paternity leave, which can be used around the time of childbirth.

Fathers are expected to notify their employer and commence paternity leave immediately following the birth of the child.

Paternity leave is a statutory right and therefore does not require prior approval from the employer.

Additional paternity leave beyond the statutory 10 days is not commonly provided.

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

Paternity leave must be used around the time of childbirth and cannot be carried over.

Unused paternity leave is not paid out at termination as it pertains specifically to the period surrounding childbirth.

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

Paternity leave is intended for use immediately after the birth of a child to support the family during this period.

Employees are entitled to 3 days of paid bereavement leave upon the death of an immediate family member.

Employers must be notified immediately upon the occurrence of the death, to arrange for bereavement leave.

Bereavement leave generally requires submission of a death certificate or other proof of the family member's death.

Additional bereavement leave is not typically available, though exceptions may be made at the employer's discretion.

Bereavement leave is granted per event and does not accrue over time.

Carry over of bereavement leave is not applicable.

Bereavement leave is not paid out on termination as it is intended for use specifically at the time of the bereavement.

There is no end of year payout for bereavement leave.

Bereavement leave is typically available only upon the death of an immediate family member, which includes spouse, children, parents, and siblings.

Employees are entitled to a sick leave of up to 12 days per year for general illnesses. For severe cases or surgeries, extended sick leave can be granted based on medical certification.

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

Sick leave must be justified with a medical certificate from a qualified healthcare provider to be approved.

Additional sick leave can be granted in cases of severe illness or surgery, supported by comprehensive medical documentation.

Sick leave does not accrue and is granted based on actual sickness and medical necessity.

Unused sick leave does not carry over to the next year; it is reset at the start of each calendar year.

Sick leave is not paid out upon termination as it is only applicable during the employment when actual sickness occurs.

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

For extended periods of illness, employees may be eligible for benefits through the national social security system, which provides coverage beyond the employer's sick leave provisions.

Employees are entitled to the necessary time off to vote in official elections, as required by law.

The notice period for voting leave is not specifically detailed, but employees are encouraged to notify their employer prior to the election day.

Voting leave does not typically require formal approval, but employees should inform their employer of their intention to take time off for voting.

Additional quota for voting leave is not applicable as the time required is based on the time necessary to vote.

Voting leave is granted per electoral event and does not accrue.

There is no carry over for voting leave; it is intended for use specifically on election days.

Voting leave is not paid out on termination as it is only relevant during active employment on election days.

There is no end of year payout for voting leave.

Employees may be required to show proof of voting, such as a stamped voting card, to justify their absence for voting leave.

Employees are entitled to 15 days of paid annual leave after completing one year of service. This does not include weekends or public holidays.

Employees should inform their employers at least 15 days before starting their annual leave, although this period may be adjusted based on company policies.

Annual leave dates must be approved by the employer, which can be subject to business needs.

The standard quota for annual leave is fixed at 15 days and no additional leave days are granted beyond this unless otherwise stipulated by the employer under special circumstances.

Annual leave accrues monthly but is only accessible after the completion of one year of service with the employer.

Unused annual leave typically expires at the end of the calendar year and cannot be carried over to the next year unless the employer explicitly allows it.

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

Unused annual leave is not paid out at the end of the year unless the employee is terminating their employment.

Annual leave duration excludes weekends and public holidays, ensuring that these days do not count as part of the annual leave days.