Ivory Coast Leave Laws and Holidays

Employees are entitled to 26 working days of paid annual leave per year after one year of continuous service.

The notice period for taking annual leave can vary and should be agreed upon with the employer, typically at least one month in advance.

Annual leave requires prior approval from the employer, and the scheduling of such leave should consider the needs of the employer.

There are no standard provisions for additional annual leave quota beyond the stipulated 26 days.

Annual leave is accrued monthly, based on the employee's length of service within the year.

Carry over of unused annual leave is allowed but must be used within the first quarter of the following year or it will be forfeited.

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

There is no provision for payout of unused annual leave at the end of the calendar year; it must be carried over or forfeited.

Annual leave may be split into different periods, but one of the periods must be at least two uninterrupted weeks, subject to employer's approval.

Fathers are entitled to 2 days of paternity leave, which can be taken immediately following the birth of a child.

The employee should notify the employer as soon as possible once the expected date of childbirth is known.

Paternity leave is a statutory right and thus does not require approval, but prior notification is necessary.

There are no provisions for additional paternity leave beyond the 2 days granted by law.

Paternity leave does not accrue over time but is a fixed duration per childbirth.

Paternity leave cannot be carried over; it is intended to be used immediately following the birth of a child.

Paternity leave is specific to the event of a child's birth and therefore does not have a payout upon termination.

Paternity leave does not have an end-of-year payout as it must be used in relation to the childbirth event.

Paternity leave should be taken immediately after the birth of the child to provide support during the early days of the newborn's arrival.

Bereavement leave typically allows for a few days off, the exact number of days can vary based on the employee's relationship with the deceased.

Notice should be given as soon as possible, ideally before the leave starts but given the nature of the event, some flexibility is usually acceptable.

While generally understood and granted, formal approval for bereavement leave should still be obtained from the employer.

Additional days beyond the standard bereavement leave are not common but may be granted based on specific circumstances and employer discretion.

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

Bereavement leave is intended for immediate use during the bereavement period and does not carry over.

Unused bereavement leave is not paid out upon termination as it is intended for use during specific bereavement situations.

There is no end of year payout for bereavement leave as it does not accrue.

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

Employees are entitled to sick leave up to 6 months, depending on the length of their service and medical proof of incapacity to work.

Employees must notify their employer immediately of their illness and provide a medical certificate within 48 hours.

Sick leave does not require prior approval but must be justified with a medical certificate from a certified doctor.

Additional sick leave may be granted based on medical advice and specific health conditions, requiring further certification and possibly employer's discretion.

Sick leave does not accrue and is granted based on actual sickness and medical certification.

Sick leave is not eligible for carry over to the next year as it is granted based on specific instances of illness.

Sick leave is not paid out on termination as it is applicable only during the period of employment when the employee is medically unable to work.

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

Employers have the right to verify the medical condition of an employee on sick leave through a company-appointed doctor.

Expectant mothers are entitled to 14 weeks of maternity leave, which can be split before and after childbirth. An additional 2 weeks can be granted in case of complications.

The employee must inform the employer of her pregnancy and the expected date of childbirth to arrange for maternity leave.

Maternity leave is a statutory right, thus does not require approval, but notification is mandatory.

An additional 2 weeks of maternity leave may be granted in the event of illness or complications arising from pregnancy or childbirth.

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

Maternity leave cannot be carried over as it is specific to each pregnancy.

Since maternity leave is tied to the event of childbirth, it does not have a payout upon termination unless the termination occurs during the pregnancy period.

Maternity leave does not have an end-of-year payout as it must be used during the pregnancy and postpartum period.

During maternity leave, the employee is entitled to medical care and must not be dismissed except under exceptional circumstances.

Employees are entitled to take military leave as required by national service or active duty assignments. This leave is typically granted based on the employee's obligations to serve in the military or any government mandate.

The employee must notify the employer in advance about their military leave, providing sufficient time for the employer to make any necessary adjustments to work schedules.

While military leave is a statutory right, the employee still needs to obtain approval from their employer. The employer is obliged to grant the leave based on the legal requirements, but the employee should inform the employer beforehand.

Military leave is a statutory entitlement, and there is no provision for additional leave beyond the required duration for national service or active duty assignments.

Since military leave is specifically tied to mandatory service or active duty, it is not accrued as part of regular leave entitlements. It is granted when required based on the employee's military obligations.

Military leave is typically granted as needed for national service or military duties. It is not carried over from one year to the next as it is based on the employee's service obligations.

Since military leave is a statutory entitlement granted for specific service periods, it is not subject to payout upon termination. Employees are not compensated for unused military leave after their employment ends.

As military leave is granted for specific duties related to national service, it is not subject to end-of-year payout policies, unlike annual leave, which might be carried over or paid out at the end of the year.

Military leave is generally governed by national service laws and specific requirements for employees to serve. It is considered a right under the law and must be granted according to the national defense policies.