Fiji Leave Laws and Holidays

Fathers are entitled to 5 consecutive days of paternity leave, available within the period immediately before or after the birth of their child.

Fathers are expected to inform their employers as soon as reasonably possible once the expected date of the child's birth is known.

Paternity leave generally requires prior approval from the employer, subject to the provision of appropriate notice and proof of the birth.

Additional paternity leave is not typically available beyond the 5 days entitlement.

Paternity leave is a one-time entitlement per child and does not accrue over time.

Carry over of paternity leave does not apply as it is a one-time entitlement that must be used in connection with the birth event.

Paternity leave does not involve any payout upon termination as it must be used at the time of the child's birth.

There is no end of year payout for unused paternity leave as it is tied to a specific event.

Employers may require a copy of the birth certificate or other proof of birth to grant paternity leave.

Employees are entitled to 10 days of annual leave for each year of service with their employer.

Employees should notify their employer at least 2 weeks in advance before taking their annual leave, unless otherwise agreed.

Annual leave must be approved by the employer, and it's generally subject to the employer's ability to maintain operations during the employee's absence.

Additional annual leave beyond the standard quota is not typically granted, but may be negotiated individually with the employer.

Annual leave is accrued on a monthly basis throughout the year, calculated from the date of employment.

Unused annual leave can be carried over to the next year, but usually must be used within the first quarter of the new year.

Any accrued but unused annual leave is paid out upon termination of employment.

There is generally no automatic payout for unused annual leave at the end of the year, except upon termination.

Terms regarding annual leave may vary depending on the employment contract and collective agreements where applicable.

Employees are entitled to 10 days of paid sick leave per year after completing six months of service.

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

Sick leave beyond two consecutive days requires a medical certificate to be submitted to the employer for approval.

Additional sick leave may be granted under exceptional circumstances, often depending on the employer's policies or the specific health condition.

Sick leave entitlement does not accrue but is reset to the full entitlement every year after the completion of six months of service.

Unused sick leave does not carry over to the next year; it is reset annually.

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

Unused sick leave is forfeited at the end of each year and is not subject to payout.

If an employee has an accident at work, sick leave is granted immediately regardless of the length of service.

Bereavement leave is granted as needed, typically 3-5 days depending on the proximity of the deceased relative.

Notice should be given as soon as possible under the circumstances.

While bereavement leave is typically granted, it does require notifying the employer and may require proof of the event.

Additional bereavement leave may be granted based on specific situations and employer discretion.

Bereavement leave does not accrue and is granted based on immediate needs.

Carry over of bereavement leave does not apply as it is event-based and non-accumulative.

There is no payout for unused bereavement leave upon termination as it is granted only as needed.

Bereavement leave is not subject to end of year payout as it does not accumulate.

Bereavement leave is generally granted for the death of immediate family members, though some employers may extend this to include other relatives.

Pregnant employees are entitled to 98 days of maternity leave, which can be extended under certain medical conditions as certified by a doctor.

Employees are required to give notice of at least 3 months prior to the expected date of birth and must provide a medical certificate confirming the pregnancy.

While maternity leave is a statutory right, the exact timing and any extensions may require approval and coordination with the employer.

Additional maternity leave may be granted in the case of medical complications related to pregnancy or childbirth, as certified by a medical practitioner.

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

Carry over of maternity leave does not apply as it is a one-time entitlement per pregnancy.

Since maternity leave must be taken as per the statutory requirements, it does not involve any payout upon termination.

Maternity leave does not have an end of year payout component as it must be used in relation to the pregnancy period.

The law protects the employment of women on maternity leave, including guaranteeing the right to return to the same or a similar job at the same rate of pay.