Estonia Leave Laws and Holidays

Fathers are entitled to 30 calendar days of paternity leave, which can be used until the child reaches three years of age.

Fathers must notify their employer at least 14 days in advance of taking the paternity leave.

While paternity leave is a right, the timing must be approved by the employer.

There are no additional quotas available for paternity leave beyond the statutory 30 days.

Paternity leave does not accrue; it is a fixed duration entitlement available for use until the child turns three.

Paternity leave does not carry over yearly but must be used before the child's third birthday.

Paternity leave is not subject to payout upon termination, as it is intended for child care and bonding.

There is no end of year payout for paternity leave as it is not an accruing benefit.

Paternity leave can be used flexibly any time until the child reaches the age of three, offering significant flexibility for fathers.

Pregnant employees are entitled to 140 calendar days of maternity leave, which can start 70 days before the expected birth date.

Employees must notify their employer at least 30 days before the beginning of the leave, providing a medical certificate indicating the expected birth date.

Maternity leave is a statutory right and does not require approval, though notice and medical proof are necessary.

There are no provisions for additional quota for maternity leave; the 140 days are fixed by law.

Maternity leave does not accrue but is granted as a one-time entitlement per pregnancy.

Carry over rules do not apply to maternity leave as it is event-based and used per incidence of pregnancy.

Maternity leave cannot be paid out as it must be used for the period around childbirth.

There is no end of year payout for maternity leave as it does not accrue annually but is related to each pregnancy.

Additional protections are in place, such as prohibitions against dismissal and reductions in work hours, to protect the health of the expecting mother.

Employees are entitled to 28 calendar days of annual leave per year. This quota can include weekends depending on the employee's work schedule.

The notice period for taking annual leave can vary based on the agreement between employer and employee but typically should be communicated well in advance.

Annual leave needs to be approved by the employer. Employees are required to request their intended leave dates, and employers can adjust based on business needs.

Additional annual leave days beyond the standard quota are not common unless specified by employment contracts or collective agreements.

Annual leave accrues monthly at a rate determined by dividing the total annual quota by 12 months.

Carry over of unused annual leave is allowed, but it must typically be used within the next leave year unless otherwise agreed upon.

Upon termination of employment, any accrued but unused annual leave is paid out to the employee.

There is generally no payout for unused annual leave at the end of the year unless the employment contract or agreement specifies otherwise.

Employees are eligible to take annual leave during their probationary period, proportionate to their length of service.

Employees are entitled to up to 30 calendar days of paid study leave per year for professional development or education.

Employers should be notified about the intention to take study leave at least 14 days before the planned start date.

Study leave needs to be approved by the employer and should be relevant to the employee's job or professional development.

Additional study leave may be granted beyond the statutory quota if agreed upon by the employer, especially if it benefits the organization.

Study leave accrues annually and is available up to a maximum of 30 days per year, depending on the employment agreement and organizational policies.

Study leave generally must be used within the year it is accrued and does not usually carry over to the next year.

Unused study leave is not paid out upon termination of employment.

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

Employees must provide proof of enrollment in a course or program related to their job in order to qualify for study leave.

Parental leave in Estonia allows parents to take up to 435 days off, which can be shared between parents.

Employees should notify their employer at least two months before the commencement of parental leave.

While parental leave is a legal right, the exact timing and duration need to be approved by the employer to ensure proper staffing during the absence.

The quota of 435 days is comprehensive and additional parental leave days beyond this are not typically available.

Parental leave is not accrued but is granted as a one-time entitlement per child.

Parental leave can be used flexibly until the child reaches a certain age, usually until the child is three years old.

There is no payout for unused parental leave upon termination, as the leave is specifically for child care purposes.

Unused parental leave is not paid out at the end of the year.

Parental leave can be shared between parents, allowing families to decide how best to balance care and professional duties.

Parents are entitled to child care leave until the child reaches the age of three. This leave can be taken by either parent.

Parents must notify their employer at least 14 days in advance of taking child care leave.

Child care leave requires approval from the employer, particularly regarding the duration and timing of the leave.

The leave extends until the child's third birthday, with no additional quota necessary.

Child care leave is not accrued but is a continuous right until the child turns three years old.

There are no carry over rules for child care leave as it is based on the age of the child rather than an annual accrual.

Child care leave is not paid out upon termination as it is intended for active child-rearing.

There is no end of year payout for child care leave.

This leave can be shared between parents and can be taken in parts or as a single continuous period, offering flexibility to the family.

Employees are entitled to sick leave up to 182 days per year. The employer generally pays for the first three days, followed by health insurance benefits.

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

Sick leave does not require prior approval from the employer, but a medical certificate is necessary to validate the leave for periods longer than three days.

The quota of 182 days is fixed and additional sick leave beyond this period is not typically supported unless under specific medical certification.

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

Sick leave does not carry over to the next year as it is based solely on incidents of illness.

Unused sick leave does not result in a payout upon termination as it is only applicable during actual periods of illness.

There is no provision for end-of-year payout for unused sick leave.

The first three days of sick leave are typically covered by the employer, after which the health insurance provisions apply.