Kosovo Leave Laws and Holidays

Employees are entitled to up to 5 days of bereavement leave in the event of the death of a close family member.

Employees should inform their employer about the bereavement leave as soon as possible.

Bereavement leave is typically granted without formal approval, but notification is expected.

Additional bereavement leave beyond the standard five days is not commonly available but may be subject to employer's discretion.

Bereavement leave does not accrue and is granted as needed.

Bereavement leave does not carry over; it is granted per incident.

Unused bereavement leave is not paid out upon termination.

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

Immediate family typically includes spouse, children, parents, and siblings, though this may vary slightly by employer.

Employees are entitled to 20 working days of annual leave per year. This quota increases for seniority and specific professions.

The leave must be requested reasonably in advance, although the exact period is not specified by law, it typically depends on company policy.

Annual leave requires approval from the employer, typically based on business needs and staffing requirements.

Additional leave days may be granted based on years of service or under special circumstances, as outlined in employment contracts or collective agreements.

Annual leave accrues monthly but is often calculated on a yearly basis. Employees start accruing leave from the commencement of their employment.

Carrying over of leave to the next year is typically allowed, but it is often limited to a certain number of days and must be used within the first few months of the new year.

Unused annual leave is paid out upon termination of employment. The payout is calculated based on the employee's current salary rate.

There is generally no end-of-year payout for unused annual leave; it is either carried over or lost.

Specific rules about annual leave, including accrual rates and carryover provisions, can vary significantly depending on collective agreements or individual employment contracts.

Employees are entitled to sick leave of up to 6 months, where the first 20 days are typically paid by the employer and thereafter by social security, depending on contributions and work tenure.

Employees must notify their employer about their sickness as soon as possible and provide a medical certificate if the illness lasts longer than three days.

Sick leave does not require prior approval, but a medical certificate is necessary to justify the absence and for the continuation of salary payments.

The quota for sick leave is fixed by law and additional days beyond the social security coverage require special agreements or are unpaid.

Sick leave does not accrue; it is granted as needed, based on medical necessity.

Sick leave is not subject to carry over rules as it is granted based on specific incidents of illness.

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

Unused sick leave does not get paid out at the end of the year as it does not accrue.

Sick leave requires substantiation with a medical certificate, especially for extended periods of absence.

Fathers are entitled to 15 calendar days of paternity leave to be used during the first three months following the birth of a child.

Fathers are expected to notify their employers at least one month in advance, when possible, to arrange for their paternity leave.

Paternity leave typically requires approval from the employer, although it is a legal entitlement.

The law does not provide for additional paternity leave beyond the allocated 15 days.

Paternity leave is granted per childbirth and does not accrue over time.

Paternity leave cannot be carried over; it must be used within the specified time frame after childbirth.

There is no payout for unused paternity leave upon termination, as it must be used relative to the childbirth event.

There is no end-of-year payout for paternity leave as it is not an accruing leave type.

Paternity leave is specifically intended for use during the first three months after the child's birth to support the partner and newborn.

Mothers are entitled to one year of maternity leave, with varying pay rates depending on the duration of the leave.

It is advisable for expecting mothers to notify their employers as soon as the pregnancy is confirmed and the expected due date is known.

Maternity leave is a statutory right and does not require explicit approval, though notification requirements must be met.

There is no provision for additional maternity leave beyond the one-year period defined by law.

Maternity leave does not accrue over time like annual leave; it is granted as a one-time benefit per pregnancy.

Maternity leave cannot be carried over as it is tied to the event of childbirth and the subsequent recovery period.

Maternity leave does not have a payout upon termination since it must be used within the context of childbirth.

There is no end-of-year payout for maternity leave as it does not accrue annually.

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

The duration of unpaid leave can vary greatly depending on the agreement between the employee and the employer.

The required notice period for unpaid leave can vary and should be agreed upon with the employer.

All requests for unpaid leave must be approved by the employer, often depending on the reason for the leave and the business needs.

Additional unpaid leave is entirely at the discretion of the employer and is negotiable based on individual circumstances.

Unpaid leave does not accrue and is granted based on specific requests and employer agreement.

There are no carry over rules for unpaid leave as it does not accrue.

There is no payout for unpaid leave as it is not a paid benefit.

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

Requests for unpaid leave typically require a justification and are more likely to be granted for significant personal reasons such as extended travel, education, or family care.

Employees are entitled to parental leave for the purpose of taking care of a newborn or newly adopted child. The law grants both mothers and fathers a certain number of weeks of leave, typically with full or partial pay depending on the terms of the law and employment contract.

Employees must notify their employer at least 30 days before taking parental leave. The notice should indicate the expected start date and duration of the leave.

Employers must approve the parental leave request, ensuring that the leave aligns with the company's operational requirements. However, the employer cannot unreasonably deny the leave.

In cases of medical complications or adoption procedures, employees may request additional parental leave beyond the standard entitlement, subject to agreement with the employer or specific legal provisions.

Parental leave is typically accrued during employment, often with the right to take the leave after a certain period of employment. In some cases, part-time employees may have a reduced leave entitlement.

Unused parental leave generally cannot be carried over to the following year, as it is intended to be used within the year it is allocated. However, in exceptional circumstances, unused leave might be granted for carryover based on agreement with the employer.

Employees do not receive a payout for unused parental leave if they terminate their employment. However, if the employee resigns after taking the leave, they may still be entitled to other forms of termination benefits.

At the end of the year, unused parental leave is generally not paid out. Employees are expected to use their entitlement during the applicable year, and any unused leave is forfeited unless otherwise agreed.

Employees may be entitled to extended parental leave in cases of medical need, special family situations, or adoption. Further, there might be provisions for unpaid leave if the statutory entitlement is insufficient for the employee's needs.

Employees are entitled to leave when serving on a jury. The leave is provided without penalty, and the employee cannot be terminated or penalized for taking jury leave. The amount of jury leave is typically determined by the duration of the jury service.

Employees are required to notify their employer as soon as they receive a jury summons. This should be done well in advance to ensure adequate preparation and adjustments in the workplace.

Employers must grant jury leave once an employee has been called for jury service. However, they may ask for documentation to confirm the jury duty dates.

Jury leave is typically fixed according to the duration of the jury duty. There are no provisions for additional leave unless required by law for extended jury service.

Jury leave is granted as needed and does not accrue like other forms of leave. It is treated separately and granted only when an employee is summoned to serve.

Jury leave is typically granted during the time the employee is actually serving on a jury. If it is not used within the required period, it is not carried over to another time.

There is no payout for jury leave if an employee's employment is terminated before the leave is used, or if the jury duty is not completed before leaving the company.

Jury leave is not a leave type that accumulates over the year, so there is no payout at the end of the year for unused jury leave.

In some cases, employees may be entitled to additional leave if their jury service is extended or if it occurs over an extended period, subject to employer agreement or legal provisions.

Employees who are required to perform military service are entitled to leave during their service period. This leave is typically unpaid, but employees cannot be dismissed or penalized for fulfilling their military duties.

Employees must inform their employer in advance once they receive a call-up for military service. The required notice period is typically 30 days or as specified by law.

Military leave is a legal entitlement, and employers must approve the leave once the employee presents the required documentation confirming their service call-up.

The leave provided for military service is typically fixed according to the duration of the service call-up. Additional leave beyond the statutory entitlement is not typically granted.

Military leave is granted when required and is not accrued as part of other leave entitlements. It is provided based on the employee's service requirements.

Since military leave is based on the service period, it is not carried over. If the employee's service is completed or the call-up is over, the leave cannot be used in the following year.

Employees are not entitled to a payout for unused military leave upon termination of employment. The leave is intended to be used during the employee's military service.

There is no payout for unused military leave at the end of the year since it is directly linked to the employee's military service duration.

Employees may be entitled to additional leave if military service is extended or if they face any special circumstances. Further, some specific situations, like reservist duties, may entitle the employee to paid leave or other benefits.