Grenada Leave Laws and Holidays

Employees are entitled to a minimum of 14 days of paid annual leave after one year of continuous service with the same employer.

Employees should apply for annual leave at least two weeks before the intended start date, unless otherwise agreed with the employer.

Annual leave must be approved by the employer, and the scheduling of such leave typically considers both the needs of the employer and the employee.

Additional annual leave beyond the statutory minimum is at the discretion of the employer and may be outlined in individual employment contracts or company policies.

Annual leave accrues monthly once the employee has completed one year of continuous service, calculated from the start date of employment.

Carry over of unused annual leave is permitted, usually subject to limits specified in the employment contract or company policy.

Upon termination of employment, employees are entitled to a payout for accrued but unused annual leave.

End of year payout for unused annual leave is not standard and typically depends on specific employer policies.

In some cases, the amount of annual leave entitlement may increase based on the length of service as specified in employment contracts or company policies.

Pregnant employees are entitled to 3 months of maternity leave, with the possibility of extending under certain circumstances.

Employees are generally required to give at least 3 months' notice before the expected date of birth in order to arrange for maternity leave.

While maternity leave is a statutory right, employees must formally notify and discuss their leave plans with their employer to facilitate smooth transitions.

Additional maternity leave may be granted based on medical advice or complications related to childbirth.

Maternity leave does not accrue like annual leave; it is a fixed entitlement per pregnancy.

Carry over rules do not apply to maternity leave as it is granted per pregnancy rather than on an annual basis.

There is no payout for unused maternity leave upon termination as it is conditional upon pregnancy.

Maternity leave is not subject to end of year payout as it must be used within the context of each pregnancy.

Employees on maternity leave are entitled to return to their job or a similar position with equivalent benefits and pay, ensuring job protection.

Employees are entitled to up to 14 days of paid sick leave per year after one year of service.

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

Sick leave may require a medical certificate, particularly for absences of two consecutive days or more, as proof of illness and to validate the leave.

Additional sick leave may be granted if supported by a medical certificate and according to the employer's sick leave policy.

Sick leave entitlement resets annually, based on the calendar year or the anniversary of employment.

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

There is generally no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year and is forfeited.

For sick leave periods extending beyond two consecutive days, a doctor's note is typically required to substantiate the leave.

Fathers are entitled to 1 week of paternity leave to be taken at the time of birth or adoption of a child.

Employees are expected to provide at least 1 week's notice prior to the expected birth or adoption date when planning to take paternity leave.

Paternity leave requires prior notification and coordination with the employer to ensure proper staffing during the employee's absence.

Additional paternity leave beyond the standard quota is not commonly provided and would depend on specific employer policies.

Paternity leave does not accrue annually but is granted per occurrence of birth or adoption.

Carry over of paternity leave is not applicable as it must be taken in relation to a specific event (birth or adoption).

Paternity leave is not paid out on termination as it is intended for use during the birth or adoption period only.

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

Paternity leave must be taken in direct connection with the birth or adoption event and cannot be used at other times.

Bereavement leave is typically granted to employees who experience the death of a close family member, such as a spouse, child, parent, or sibling. The specific number of days granted may vary depending on the employer's policies and any applicable collective agreements.

In the event of a bereavement, employees are expected to notify their employer as soon as possible, ideally before taking leave, so that proper arrangements can be made to cover their absence. The notice period may vary depending on the employer's policies.

While the leave is generally granted for compassionate reasons, employees are usually required to seek approval from their employer. Employers may request documentation to verify the need for leave, such as a death certificate or other supporting documents.

Bereavement Leave is typically granted based on the number of days stipulated by the employer or applicable collective agreements. Additional leave beyond the quota may be granted at the employer's discretion, but it is not a guaranteed entitlement.

Bereavement Leave is usually a fixed entitlement granted upon request, and it is not accrued over time like annual leave. This leave is granted based on the immediate need and does not accumulate from year to year.

As Bereavement Leave is granted based on an immediate event, it cannot be carried over to the next year. If the employee does not use the full amount of Bereavement Leave granted, it typically expires.

Since Bereavement Leave is intended for a specific event, it is not considered a benefit that can be carried over or paid out upon termination of employment. Any unused leave is not compensated upon separation.

As Bereavement Leave is not accrued or carried over, there is no payout for unused leave at the end of the year. It expires if not used during the period it is granted.

Bereavement Leave is typically granted in line with the death of an immediate family member, and special rules may apply depending on the employer or the particular circumstances. Some employers may grant additional leave or flexibility if needed.

Vacation Leave is an annual entitlement that allows employees to take time off for rest and personal activities. The specific number of days depends on the employer's policy or the terms of the employee's contract. Typically, employees are entitled to a set number of vacation days per year.

Vacation Leave generally requires employees to provide advance notice, typically at least two weeks, before taking time off. The notice period may vary depending on the employer’s policies and the nature of the work.

Employees need to seek approval from their employer before taking Vacation Leave. Employers may need to ensure that the employee's absence does not impact business operations and may request that the employee select dates that minimize disruption.

In some cases, employees may be able to request additional Vacation Leave beyond the standard quota. Employers may agree to this on a case-by-case basis, but it is not guaranteed and depends on the employer's policies.

Employees usually accrue Vacation Leave over the course of the year. The accrual rate may vary, but it is typically a set number of days per month or year, often calculated based on the employee’s length of service.

Some employers allow unused Vacation Leave to be carried over to the following year, while others may impose a cap on how much leave can be carried over. If the leave is not used within a certain period, it may expire or be forfeited.

When an employee leaves their job, any unused Vacation Leave is typically paid out as part of their final paycheck. This includes vacation days that have been accrued but not yet taken.

In some cases, unused Vacation Leave may be paid out at the end of the year, especially if it exceeds a certain limit. This depends on the employer's policies and whether they allow for a payout of unused leave.

Employers may offer additional Vacation Leave as part of a benefits package, such as extra days for long service or holidays. Some companies also provide 'use-it-or-lose-it' policies where employees must take their leave by a certain date, or they forfeit the days.