Guyana Leave Laws and Holidays

Employees are entitled to 15 working days of paid annual leave after one year of continuous service with the same employer.

The notice period for annual leave may vary by employer, but generally, employees are expected to request leave several weeks in advance.

Annual leave requests must be approved by the employer, and it is usually at the employer's discretion to schedule the timing of leave in accordance with work demands.

Additional annual leave beyond the standard quota is not typically mandated by law and would depend on the terms of the employment contract or employer policies.

Annual leave accrues monthly but is typically accessible only after completion of one year of service.

Carrying over of annual leave to the next year is usually limited. The specific terms are often defined by the employment contract or employer policy.

Unused annual leave is generally paid out on termination of employment, calculated based on the employee's current wage rate.

There is typically no automatic payout of unused annual leave at the end of the year unless the employment contract specifies otherwise.

Additional rules regarding annual leave may vary significantly between different employers and industries, and should be detailed in the employment contract or employee handbook.

Employees are entitled to 21 days of paid sick leave per year after one month of employment.

Employees should inform their employer about their sickness as soon as possible, and provide a medical certificate if the absence extends beyond two consecutive days.

Extended sick leave needs to be approved and typically requires a medical certificate, especially if the absence is lengthy.

Additional sick leave may be granted on a case-by-case basis, depending on the circumstances and employer's policies.

Sick leave rights accrue with continued employment, with the full allocation available after one month of service each year.

Sick leave generally does not carry over to the next year; it resets at the beginning of each calendar year.

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

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

A medical certificate is typically required for sick leave lasting more than two consecutive days to qualify for paid leave.

Fathers are entitled to 2 weeks of paternity leave to be taken shortly after the birth of their child to support the mother and new baby.

Fathers are expected to notify their employer as soon as practicable, usually as soon as the expected date of childbirth is known.

Paternity leave requires employer approval, and employees should provide adequate documentation regarding the expected date of childbirth.

Additional paternity leave is not commonly available, unless provided for by specific employer policy or collective agreement.

Paternity leave does not accrue and is granted per event of childbirth.

Carryover of paternity leave is not applicable as it is meant to be used immediately following childbirth.

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

There is no end of year payout for paternity leave.

Paternity leave must be taken in one continuous block starting from the date of childbirth and cannot be split into separate periods.

Pregnant employees are entitled to 13 weeks of maternity leave, which can be taken 6 weeks before the expected birth date and 6 weeks after.

Employees must notify their employer of their pregnancy and intended leave dates at least 3 months in advance.

Maternity leave is subject to approval and must be supported by medical certification from a qualified healthcare provider.

Additional maternity leave may be granted in the case of pregnancy complications or health issues related to childbirth, subject to medical advice.

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

Carryover of maternity leave is not applicable as it is event-based and reset with each pregnancy.

Maternity leave benefits are not subject to payout upon termination, as they must be used in relation to the childbirth period.

There is no end of year payout for maternity leave as it does not accumulate like annual leave.

Employees on maternity leave are entitled to return to the same job or a comparable job with no less favorable conditions upon their return.

Compassionate leave quotas vary by employer but typically include a few days off for family emergencies or bereavement.

Employees should notify their employer as soon as possible in the event of a family emergency or bereavement.

Compassionate leave generally needs to be approved by the employer, who will consider the circumstances of each case.

Additional compassionate leave may be granted at the discretion of the employer based on the individual circumstances.

Compassionate leave does not accrue and is granted as needed based on specific situations.

Carry over of compassionate leave does not apply as it is intended for immediate use for specific incidents.

Compassionate leave is not paid out on termination as it is meant for immediate, unforeseen needs.

There is no end of year payout for compassionate leave.

The granting of compassionate leave and any additional days is typically evaluated on a case-by-case basis, taking into account the specific circumstances and the employer's policies.

Jury service leave is granted for the period of time an employee is required to serve on a jury, which can vary.

Employees must notify their employer and provide a copy of the jury summons as soon as they receive it.

Jury service leave is a legal obligation and does not require employer approval, though notification is required.

Additional quota for jury service leave is not applicable as the leave is granted for the duration of the jury duty only.

Jury service leave does not accrue; it is granted as required by the judicial system.

There is no carry over for jury service leave as it is granted per instance of jury duty.

There is no payout for unused jury service leave upon termination as this type of leave does not accrue.

Jury service leave does not have an end of year payout as it does not accrue.

Employers may require employees to submit a copy of the jury summons and any other documentation issued by the court to verify the need for leave.