Lao People's Democratic Republic Leave Laws and Holidays

In the Lao People's Democratic Republic, employees are entitled to a minimum of 15 days of annual leave per year after completing one year of continuous service.

Employees are required to give their employer at least 3 days' notice before taking annual leave to ensure proper planning of work schedules.

Annual leave requires approval from the employer. The employee must request and receive approval before taking time off, depending on operational needs.

Additional leave can be provided based on mutual agreement between the employer and employee or in special cases, like long service or specific company policies.

Annual leave is accrued progressively as the employee works throughout the year, with each day worked counting towards the employee's annual leave entitlement.

Unused annual leave can be carried over to the next year, but must be taken within a specified time frame, typically within the following year or as per company policies.

If an employee's contract is terminated, they are entitled to a payout for any unused annual leave, based on the number of days accrued during employment.

Unused annual leave may be cashed out at the end of the year if agreed upon by the employer and employee, typically when the leave is not carried over.

Employers may have their own rules regarding annual leave, such as restrictions on carrying over unused leave or specific rules for employees who are on probation.

Employees are entitled to 30 days of sick leave per year. After exhausting the initial quota, they may be entitled to additional leave based on medical certification.

Employees must inform their employer as soon as possible when they are unable to work due to illness, typically before the start of their workday or shift.

Sick leave requires approval from the employer. A doctor's certificate may be required after a certain number of days off, depending on company policies.

Employees may be granted additional sick leave if a doctor confirms that extended recovery is needed, and the employer approves based on the medical certificate.

Sick leave is not usually accrued from year to year. It is granted as needed, with some companies offering additional leave after a certain period of service.

Sick leave is typically not carried over to the next year. Any unused sick leave does not roll over and is reset at the start of each year.

Employees are not entitled to any payout for unused sick leave when their contract ends, as sick leave is intended for medical purposes and not for financial compensation.

Unused sick leave is not paid out at the end of the year and cannot be carried forward, unless otherwise agreed upon by the employer.

Some companies may have their own rules regarding sick leave, including requiring medical certificates after a certain number of days or offering additional leave after extended illness.

Female employees are entitled to 90 days of maternity leave, with the option to take part of it before the birth and the remainder afterward, as per company policies.

Employees must inform their employer of their pregnancy and the intended dates for maternity leave at least 2 months before the expected delivery date.

Maternity leave is usually granted with employer approval once the employee submits medical documentation confirming the pregnancy and expected delivery date.

Maternity leave beyond the 90-day entitlement may be granted in cases of medical complications or additional time needed for recovery, subject to employer approval.

Maternity leave is granted as needed and is not accrued over time like other types of leave.

Maternity leave is specific to the pregnancy period and cannot be carried over to subsequent years.

Unused maternity leave is not compensated if an employee leaves the company before or after taking leave, unless otherwise stated in the employment contract.

Unused maternity leave is not compensated at the end of the year and cannot be carried forward.

Some employers may offer additional maternity benefits or time off for women who experience pregnancy-related complications, in line with medical advice.

Male employees are entitled to 3 days of paternity leave following the birth of their child, as per company policies.

Male employees must inform their employer in advance about their intention to take paternity leave, typically at least 1-2 weeks before the expected birth date.

Paternity leave requires approval from the employer, with the employee providing the necessary documentation, such as a birth certificate.

Additional paternity leave may be granted depending on the circumstances, such as the birth of multiple children or specific company policies.

Paternity leave is not accrued and is provided based on the specific event (childbirth), as stated by company policies.

Paternity leave is tied to the birth of a child and cannot be carried over to future years.

Unused paternity leave is not compensated if the employee leaves the company, unless specifically stated in the employment contract.

Unused paternity leave is not paid out at the end of the year and cannot be carried forward.

Some companies may offer additional benefits or extended leave options for paternity leave, such as flexible work arrangements or extra time off

Employees may be entitled to compassionate leave for family emergencies, typically 3-5 days depending on company policies.

Employees should inform their employer immediately or as soon as possible when they need compassionate leave for urgent family matters.

Compassionate leave requires approval from the employer, and documentation or explanation may be required, depending on the nature of the emergency.

In some cases, employees may be granted more compassionate leave if the emergency is significant or requires extended time away from work.

Compassionate leave is granted as needed and does not accrue over time.

Compassionate leave cannot be carried over to the next year and is granted for specific emergencies.

Unused compassionate leave is not compensated when an employee's contract ends.

Compassionate leave is not paid out at the end of the year and does not carry over.

In some cases, the employer may offer additional support or flexibility depending on the severity of the family emergency.

Employees who are required to serve in the military are entitled to military leave, which is provided as per the law. The leave duration is based on the length of military service.

Employees must inform their employer of their military service requirements, with notice provided as early as possible.

Military leave requires approval from the employer, but it is granted when the employee is required to serve as per the national law.

If an employee is required to serve for a longer period than initially anticipated, additional leave can be provided, in line with national regulations.

Military leave is not accrued; it is granted based on the employee’s obligations to the national military service.

Military leave cannot be carried over from one year to the next and is granted for the duration of the military service.

Employees are not compensated for unused military leave if they leave the company before completing their military service.

Military leave is not paid out at the end of the year, as it is linked to the employee’s military service.

The terms of military leave are governed by national laws and regulations, and may include extended leave for those in active service.