Lebanon Leave Laws and Holidays

Employees are entitled to sick leave up to one month per year, which is usually paid at half the regular wage rate.

Employees should inform their employer about the sick leave as soon as possible, typically on the first day of absence.

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

Additional sick leave may be granted if supported by medical documentation and depending on the employer's policies.

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

Sick leave cannot be carried over to the next year as it is based solely on the incidence of illness.

Unused sick leave is not paid out upon termination; it is intended only for use during actual periods of illness.

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

Employers may require a medical examination by a company-approved doctor to verify the illness.

Employees are entitled to 15 days of paid annual leave after having worked for a year with the same employer.

Employees should apply for annual leave at least two weeks in advance, though this may vary based on company policy.

Annual leave requires prior approval from the employer, typically arranged in accordance with work schedules.

Additional leave beyond the standard quota is not typically granted but may be negotiated with employers under special circumstances.

Annual leave accrues monthly, with employees earning 1.25 days of leave for each month of service.

Carrying over of leave days to the next year is subject to the employer's policy. Some may allow a carryover, others may not.

Unused annual leave is paid out upon termination of employment.

There is generally no payout for unused annual leave at the end of the year unless stipulated by the employer.

Annual leave is generally expected to be used within the year it is accrued, subject to employer policies.

Fathers are entitled to 3 days of paternity leave to be taken at the time of childbirth.

Fathers are expected to notify their employers as soon as possible regarding the intended use of paternity leave.

Paternity leave is a statutory right and does not typically require prior approval, though notification is expected.

Additional paternity leave beyond the statutory quota is not commonly available.

Paternity leave does not accrue and is available per childbirth event.

Paternity leave cannot be carried over as it is intended for use specifically at the time of childbirth.

There is no payout for unused paternity leave upon termination as it is intended for a specific event.

Paternity leave does not entail an end-of-year payout as it should be used at the time of childbirth.

Paternity leave should be taken immediately around the time of childbirth and cannot be used at a later date.

Employees are entitled to 3 days of bereavement leave upon the death of an immediate family member.

Employers should be notified immediately in the event of a death in the family to arrange for bereavement leave.

Bereavement leave is typically granted without requiring formal approval, given the nature of the circumstance.

Additional days beyond the statutory three may be granted at the discretion of the employer based on individual circumstances.

Bereavement leave does not accrue and is granted as needed.

There is no carry over for bereavement leave as it is granted based on specific incidents.

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

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

Bereavement leave is typically limited to the death of immediate family members, which includes spouses, children, parents, and siblings.

Employees are entitled to 3 days of paid leave for their marriage.

Employees are expected to provide advance notice of their intention to take marriage leave to allow for adequate planning.

While typically granted, marriage leave requires formal approval from the employer, and the timing may be subject to business needs.

Additional marriage leave is not standard and would be at the discretion of the employer.

Marriage leave does not accrue and is a one-time entitlement.

Marriage leave cannot be carried over and must be used at the time of the marriage.

Unused marriage leave is not paid out upon termination as it is tied to the event of marriage.

There is no end-of-year payout for unused marriage leave.

Marriage leave is granted specifically for the purpose of one's own wedding and cannot be used for other purposes.

Pregnant employees are entitled to 10 weeks of maternity leave, which should start 4 weeks before the expected due date.

Employees should notify their employer of their pregnancy and expected date of delivery at least one month in advance.

Maternity leave is a statutory right, though timely notification to the employer is required.

Extension of maternity leave beyond the statutory period is not common and is subject to employer discretion.

Maternity leave does not accrue; it is a one-time benefit available per pregnancy.

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

Maternity leave benefits are not subject to payout upon termination, as they are only applicable during the maternity period.

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

Women on maternity leave are protected from dismissal during this period, except in cases of gross misconduct.