Iraq Leave Laws and Holidays

Muslim employees are entitled to a one-time Hajj leave for pilgrimage, the duration of which may vary but is typically around 15-30 days.

Given the significance and the planning required for Hajj, employees must notify their employer several months in advance.

Hajj leave requires approval from the employer and is subject to the operational requirements of the employer.

As Hajj leave is granted only once during the tenure of employment, no additional quota is applicable.

Hajj leave does not accrue annually but is a one-time entitlement.

Hajj leave cannot be carried over as it is a one-time entitlement.

There is no payout for unused Hajj leave upon termination, as it must be utilized during the period of employment.

Unused Hajj leave is not eligible for end-of-year payout.

Hajj leave is specifically for Muslim employees to fulfill their religious obligations and should be coordinated with the employer well in advance.

Employees are entitled to up to 30 days of sick leave per year at full pay, provided they have a medical certificate.

Employees must notify their employer and provide a medical certificate as soon as possible when taking sick leave.

Sick leave needs to be approved by the employer, contingent upon the submission of a valid medical certificate.

Additional sick leave beyond the initial 30 days may be granted with proper medical justification and under specific employer policies.

Sick leave does not accrue and is granted based on immediate health needs verified by medical documentation.

Unused sick leave does not carry over to the next year; it is based solely on each year's health needs.

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

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

Sick leave generally requires submission of a medical certificate and can be subject to verification by the employer.

Pregnant employees are entitled to 14 weeks of maternity leave, which can be taken before and after childbirth.

Employees are required to provide advance notice of their intention to take maternity leave, typically several weeks before the expected delivery date.

While maternity leave is a statutory right, the exact timing and arrangements need to be approved by the employer.

Additional maternity leave beyond the 14 weeks is not generally available under the law.

Maternity leave is not accrued but is granted as a one-time benefit per pregnancy.

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

Maternity leave does not have a payout upon termination as it must be used in relation to pregnancy and childbirth.

There is no end of year payout for maternity leave as it is used specifically for childbirth and recovery.

Maternity leave is protected under the law, ensuring job security during and immediately after pregnancy.

Employees are entitled to 20 days of paid annual leave after completing one year of continuous service with the employer.

Employees must provide advance notice when planning to take annual leave, though the exact period can be determined by company policy.

Annual leave requires approval from the employer, typically managed through a formal request process.

Additional annual leave beyond the standard quota is not commonly granted, except under special circumstances as outlined by employer policies.

Annual leave accrues on a yearly basis following the completion of each year of employment.

Employees may carry over unused annual leave to the next year, but this is often capped and subject to employer's policies.

Unused annual leave is paid out to the employee upon termination of employment.

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

Additional rules regarding annual leave may vary significantly depending on the employer and any applicable collective agreements.

Fathers are entitled to 3 days of paid paternity leave to care for their newborn or assist with the birth.

Paternity leave does not require prior notice, but it is recommended to inform the employer ahead of time, especially if the birth date is known.

Paternity leave requires approval from the employer, but it is usually granted automatically for eligible employees.

Additional paternity leave beyond the statutory 3 days is not typically granted unless stated in the employer's policy.

Paternity leave is granted on a per-event basis and does not accumulate. It is available at the time of the employee's child's birth.

Paternity leave cannot be carried over to another year and must be used in the year of the birth.

Unused paternity leave is not paid out when an employee terminates employment.

Paternity leave is not eligible for payout at the end of the year.

Employers may offer additional leave for paternity in certain cases, such as for multiple births, depending on company policy.

Employees are entitled to 3 days of paid leave for the death of an immediate family member, such as a parent, spouse, or child.

Employees should notify their employer as soon as possible following the death of a family member to request bereavement leave.

Bereavement leave is generally granted with employer approval based on proof of the family member's death.

In cases where the funeral or mourning period extends beyond 3 days, employees may be granted additional leave depending on the employer's discretion.

Bereavement leave is granted when needed and is not accumulated over time.

Bereavement leave is specific to the event and cannot be carried over to another period.

Bereavement leave is not paid out when an employee leaves the company.

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

Some employers may allow additional leave for extended mourning or for attending memorial services.

Employees who are called for military service are entitled to leave during their service period, as required by Iraqi law.

Employees must inform their employer of their military service obligations ahead of time to manage their leave effectively.

While military leave is a legal entitlement, it may still require coordination with the employer for scheduling purposes.

Additional military leave beyond the statutory requirement is not common unless agreed upon in an employment contract.

Military leave is not accrued and is granted only when the employee is required to perform military duties.

Military leave is provided as needed and cannot be carried over to another year.

Employees do not receive payment for unused military leave upon termination.

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

Employees on military leave may be entitled to job protection, depending on the laws governing military service in Iraq.