French Polynesia Leave Laws and Holidays

Employees are entitled to a minimum of 30 days of paid annual leave per year after completing one year of service with the same employer.

The notice period for taking annual leave varies but is generally at least two weeks, subject to employer's approval.

Employees must obtain approval from their employer before taking annual leave. The approval is subject to the operational requirements of the employer.

Additional leave days can be granted by the employer under special circumstances or agreements, such as longer service or seniority.

Leave is accrued monthly after the completion of the probationary period, at a rate proportional to the time worked during the year.

Unused annual leave can be carried over to the next year, but it is usually encouraged to be used within the calendar year to ensure rest and recuperation for the employee.

On termination of employment, any accrued but unused annual leave will be paid out to the employee.

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

The scheduling of annual leave is subject to the operational requirements of the employer, and employees may need to coordinate with their employer to determine appropriate leave times.

Pregnant employees are entitled to 16 weeks of maternity leave, with 8 weeks before and 8 weeks after birth. This period can be extended under medical advisories.

Employees must notify their employer of the pregnancy and the expected due date at least 10 weeks in advance.

Maternity leave does not require approval, but employees must notify their employer formally and provide medical certificates as needed.

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

Maternity leave entitlement does not accrue over time but is a statutory right granted per pregnancy.

Carry over rules do not apply to maternity leave as it is specific to each pregnancy.

Maternity leave benefits are not subject to payout on termination, as they must be used within the context of childbirth and recovery.

There is no end of year payout for maternity leave as it does not accumulate or carry over from year to year.

Employees on maternity leave are protected against dismissal during this period, except under exceptional circumstances not related to pregnancy or childbirth.

Paternity leave is granted for a period of 2 weeks, which can be taken within a certain timeframe after the birth of the child.

Notice for paternity leave should be given as soon as reasonably possible, ideally soon after the birth is known.

While formal approval is required for paternity leave, it is typically granted routinely.

Additional paternity leave is not commonly provided under standard statutory rules.

Paternity leave does not accrue annually but is a fixed entitlement per childbirth.

There is no carry over for paternity leave; it must be used within the designated period after childbirth.

Paternity leave is not paid out upon termination as it must be used in conjunction with childbirth.

There is no end of year payout for paternity leave as it is linked to a specific event (childbirth) and does not accrue.

Paternity leave is generally flexible within the timeframe allowed after the birth, to accommodate the needs of the family.

The quota for sick leave is generally not fixed and depends on medical needs, but a medical certificate is typically required for longer durations.

Employees are expected to inform their employer about their sick leave as soon as possible, ideally on the first day of absence.

Sick leave does not require prior approval, but a medical certificate is required to justify the leave, especially for extended periods.

Additional sick leave quota is granted based on the specifics of the medical certificate and the nature of the illness.

Sick leave does not typically accrue and is granted based on actual health conditions and medical advice.

Sick leave is not eligible for carryover as it is granted based on immediate health needs.

Unused sick leave is not paid out upon termination, as it is only applicable during the employment period based on actual sickness.

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

Employees need to provide a valid medical certificate to avail sick leave, especially for long-term illnesses or frequent absences.

Leave for personal reasons is granted to employees for urgent matters that do not fall under other leave categories, like personal health issues, family emergencies, or other personal events. The amount of leave provided can vary depending on the employer's policy and the employee's contract.

Employees must provide notice to their employer as soon as possible, typically before taking leave. The notice period may depend on the employer's policy, but a common expectation is a few days' notice to accommodate planning in the workplace.

Leave for personal reasons typically requires the employer's approval, though the employer cannot unreasonably deny this leave. Employers may require evidence of the need for leave, such as a doctor's note or proof of a family emergency.

Additional leave for personal reasons beyond the regular entitlement can be granted based on the discretion of the employer. This is often granted for extenuating circumstances or special needs, and it may be unpaid or paid depending on the employer's policy.

Unlike annual leave, leave for personal reasons is usually granted on a case-by-case basis and does not accumulate over time. Employees are entitled to the leave when needed, but it is not accrued as a part of the employee’s overall leave balance.

As personal leave is granted as needed, there are usually no carryover rules. Unused leave for personal reasons does not roll over into the following year. However, in some cases, the employer may allow unused leave to be taken at a later date with prior agreement.

Since leave for personal reasons is not accrued, there is no payout for unused leave when an employee leaves the company. However, any unused accrued annual leave or other leave types may be paid out, depending on the employee’s contract.

Unlike annual leave, leave for personal reasons is not typically subject to an end-of-year payout. It is granted when necessary, and any unused leave is usually not carried over or compensated unless specifically agreed upon by the employer.

The rules governing leave for personal reasons can vary based on the employee's contract or the company's specific policies. Some companies may have more flexible approaches to this leave, allowing it to be used for various personal events, including significant life changes or unforeseen emergencies.