Kyrgyzstan Leave Laws and Holidays

Maternity leave in Kyrgyzstan is typically 126 calendar days, divided into 70 days before and 56 days after childbirth.

Employers should be notified of the pregnancy as soon as it is reasonable, typically when prenatal care begins.

Maternity leave must be supported by medical documentation from healthcare providers.

In cases of childbirth complications or multiple births, additional leave may be granted.

Maternity leave is a statutory right and does not accrue based on length of service.

Maternity leave cannot be carried over and must be used in relation to the childbirth period.

Maternity leave is not subject to payout on termination, as it must be used during the designated period around childbirth.

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

During maternity leave, an employee's job position is protected, and they must be reinstated to the same or an equivalent position upon return.

Employees in Kyrgyzstan are entitled to 28 calendar days of paid annual leave per year.

Employees should inform their employer at least two weeks before the intended start date of their annual leave.

Annual leave must be approved by the employer, often based on the work schedule and operational necessities.

Additional leave days may be granted for employees working in hazardous conditions or those with irregular work schedules.

Annual leave is accrued monthly, but employees are typically eligible to take it after they have worked for one year at the company.

Carry over of unused annual leave is allowed, but it must usually be used within the following calendar year.

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

There is no mandatory end of year payout for unused annual leave; it is carried over to the next year.

Annual leave scheduling may be subject to collective agreements or employer's leave policy, taking into account the needs of the business.

Fathers are entitled to 14 days of paternity leave in Kyrgyzstan.

Fathers must provide advance notice to take paternity leave, typically supported by documentation related to the childbirth.

Paternity leave requires approval from the employer, depending on the operational requirements and conditions set forth in employment policies.

Additional paternity leave is not typically available under Kyrgyz law.

Paternity leave does not accrue and is available per instance of childbirth.

Carry over rules do not apply to paternity leave as it is granted per childbirth instance.

Paternity leave is not paid out on termination as it must be used specifically around the time of childbirth.

There is no end-of-year payout for paternity leave as it is related specifically to the time of childbirth.

Paternity leave is designed to allow fathers to support their partners and newborns during the early days of childbirth, promoting family bonding.

Sick leave in Kyrgyzstan is granted as needed, depending on the medical certificate and the specific health condition.

Employees must notify their employer and provide a medical certificate as soon as possible after becoming ill.

Sick leave requires submission and approval of a valid medical certificate from a certified healthcare provider.

Additional sick leave quota is not standard but depends on medical advice and specific cases.

Sick leave does not accrue and is granted based on actual illness and medical advice.

Sick leave is based on individual incidents of illness and does not carry over annually.

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

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

The duration and conditions for sick leave may vary depending on the nature of the illness and the recommendations of the healthcare provider.

Parental leave can be taken by either parent for up to 3 years in total until the child reaches the age of 3. This leave is unpaid.

Employees planning to take parental leave should notify their employer at least two weeks in advance, although more notice is recommended for planning purposes.

Parental leave requires approval from the employer, and appropriate documentation related to the child's birth or adoption must be provided.

The quota for parental leave is fixed and cannot extend beyond the child reaching three years of age.

Parental leave does not accrue; it is a right that can be used anytime within the child's first three years.

There is no carryover concept with parental leave as it is a one-time leave until the child reaches the age of three.

There is no payout for unused parental leave upon termination, as this leave is unpaid.

Parental leave is unpaid and does not have an end of year payout.

Parental leave can be shared between parents but cannot be used concurrently. Coordination between parents is required to decide how the leave will be split.

Employees are entitled to 3 days of bereavement leave for the death of a close relative and 5 days for the death of an immediate family member.

Employees must inform their employer immediately in the event of a bereavement to arrange leave.

Bereavement leave is typically granted without need for approval, though notification and some proof of the event may be required.

Additional bereavement leave is not typically available; however, arrangements can sometimes be made with the employer for extended time off, likely without pay.

Bereavement leave does not accrue and is granted as needed based on specific familial events.

Bereavement leave does not carry over as it is event-specific and intended for immediate use during the time of mourning.

There is no payout for unused bereavement leave as it does not accrue.

There is no end of year payout for bereavement leave as it is provided based on specific events rather than accruing annually.

Employers may require some form of proof such as a death certificate to grant bereavement leave.