Liechtenstein Leave Laws and Holidays

Sick leave entitlement in Liechtenstein varies depending on the duration of employment. Full salary is paid for a specific period that increases with the employee's tenure.

Employees are required to notify their employer about their sickness as soon as possible, typically on the first day of absence.

Sick leave does not require approval, but a medical certificate is typically required if the illness lasts longer than three consecutive days.

The quota for sick leave is dictated by law based on the employee's tenure and does not typically allow for additional discretionary quota.

Sick leave does not accrue and is granted as required by health circumstances, governed by legal stipulations regarding duration and pay.

Sick leave is not carried over to the next year; it is a statutory entitlement based on each instance 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.

Employers may require a detailed medical report or regular updates for extended periods of sick leave.

New fathers are entitled to 2 weeks of paternity leave to be taken during the first few months after the birth of their child.

Fathers should notify their employer about their intention to take paternity leave soon after the child's birth.

While paternity leave is a statutory right, the specific timing of the leave should be coordinated with the employer.

Additional paternity leave beyond the statutory two weeks is not commonly available, unless specified by employer policy or agreement.

Paternity leave does not accrue, it is a fixed entitlement per childbirth.

Paternity leave must be used within a specified time after childbirth and cannot be carried over.

Unused paternity leave is not paid out upon termination, as it is specifically intended for use around the time of childbirth.

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

An employee's position and terms of employment are protected during paternity leave.

Employees are entitled to 3 days of bereavement leave in the event of the death of a close family member.

Employers should be notified immediately in the event of a death that requires the employee to take bereavement leave.

Bereavement leave does not require approval, but the employer must be informed promptly.

Additional days for bereavement leave are generally not available beyond the statutory entitlement.

Bereavement leave does not accrue and is available as needed.

Bereavement leave cannot be carried over; it is intended for immediate use for each incident.

Bereavement leave is not paid out on termination since it is intended for immediate use during specific circumstances.

There is no end of year payout for bereavement leave as it cannot be accumulated.

Bereavement leave typically applies to the death of immediate family members, as defined by local employment laws.

Expectant mothers in Liechtenstein are entitled to 20 weeks of maternity leave, starting from a few weeks before the expected birth date and extending post-birth. This leave is paid at 80\\\\% of the usual earnings.

Expectant mothers are required to inform their employer of their pregnancy and the expected date of birth as soon as reasonably possible, to allow for adequate planning.

Maternity leave is a statutory right, and thus does not require approval, but expectant mothers must notify their employer in advance to coordinate the leave.

Additional maternity leave may be granted in case of medical complications or other approved reasons. This is typically assessed on a case-by-case basis.

Maternity leave does not accrue in the same way as annual leave. It is granted as a one-time benefit per pregnancy.

There is no carryover applicable to maternity leave as it is event-specific and must be used within the timeframe of the pregnancy and postpartum period.

Since maternity leave is to be taken around the time of childbirth, it does not apply in the context of termination unless the termination occurs during the pregnancy period, in which case specific legal advice should be sought.

Maternity leave does not involve an end-of-year payout as it is not accrued annually but is granted per pregnancy.

During maternity leave, women are protected from dismissal, ensuring job security during and immediately after pregnancy.

Employees in Liechtenstein are entitled to a minimum of 25 workdays of paid annual leave per year, based on a five-day working week.

The notice period for taking annual leave can vary depending on company policy, but employees are generally required to coordinate with their employer to schedule the leave in a way that does not disrupt the company's operations.

Annual leave requires prior approval from the employer, and employees are typically expected to request leave well in advance.

Additional leave beyond the statutory minimum is not guaranteed and depends on the terms of the employment contract or company policy.

Annual leave accrues monthly from the start of employment, but full entitlement is usually available only after a probationary period, as specified by the employer.

Carrying over of annual leave to the next year is typically limited and subject to employer approval. Any unused leave might expire if not taken within the carryover period specified by the employer.

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

There is generally no payout for unused annual leave at the end of the year unless specifically mentioned in the employment contract.

For employees not working a full year, either due to starting or ending employment partway through the year, annual leave is accrued on a pro-rata basis.

Parental leave in Liechtenstein is typically granted to parents following the birth or adoption of a child. It is available to both mothers and fathers, though the details may vary. The leave entitlement generally includes a certain number of weeks depending on whether the leave is for maternity or paternity purposes.

Employees are required to inform their employer at least 4 weeks in advance of their intention to take parental leave. This allows the employer to make any necessary arrangements to cover the employee's absence.

Employers usually need to approve parental leave, although the approval is often a formal procedure unless otherwise stipulated by collective agreements or specific contractual obligations.

Additional parental leave may be granted beyond the standard quota, especially in cases where the employee is entitled to extended leave due to health conditions or specific family circumstances. These additional leave periods are generally subject to agreement between the employer and employee.

Parental leave does not generally accrue additional paid leave during the absence. However, some benefits like health insurance may continue to be available during parental leave, depending on specific employment contracts or legal provisions.

Since parental leave is granted in a fixed period, it does not carry over to the next year. If unused, the entitlement is lost, and the employee must take the leave within the specified period.

Unused parental leave is generally not paid out at termination. The right to parental leave typically ends when the employment relationship is terminated.

Unused parental leave is not compensated at the end of the year and must be used during the specified entitlement period.

Special provisions for extended parental leave may be available, such as for parents of multiple children or in cases of adoption. Specific collective agreements may provide further benefits or entitlements.

Compassionate leave is granted to employees who need to attend to urgent family matters, such as a death or serious illness of a close relative. The duration may vary based on the situation but is typically a few days.

Employees should notify their employer as soon as possible regarding their need to take compassionate leave. While a specific notice period is not always prescribed, it is advisable to inform the employer promptly.

Although compassionate leave is generally allowed for urgent family matters, the employer must approve the request based on the circumstances and company policy. Some companies may have specific guidelines for compassionate leave.

Additional compassionate leave beyond the standard entitlement may be available depending on the employer's policies or the severity of the family situation. However, this is typically discretionary and subject to approval.

Compassionate leave is not typically accrued as paid time off and is granted on an as-needed basis. The duration of leave is generally short and is not carried over into future leave entitlements.

Since compassionate leave is given for immediate personal needs, it cannot be carried over into the next year. It must be used when needed.

Unused compassionate leave is not paid out when the employment is terminated, as it is intended for specific circumstances during employment.

Compassionate leave is not compensated at the end of the year, and it does not accumulate into future leave balances.

Compassionate leave is usually short-term and granted for personal family emergencies. The length and approval depend on the situation and company policy.

Jury duty leave allows employees to take time off work to fulfill their civic obligation of serving on a jury. The length of leave depends on the duration of jury duty, and employees may be entitled to pay during this period.

Employees are required to inform their employer as soon as they are summoned for jury duty. The notice period typically depends on how far in advance the summons is received, but employees should provide reasonable notice to ensure adequate preparation.

Employers generally must approve jury duty leave as it is a legal requirement. However, the employee must notify the employer promptly and provide the necessary documentation to support their absence.

Additional jury duty leave beyond the initial entitlement may be granted under exceptional circumstances, such as if the jury duty is extended for an unusually long period. This is generally subject to employer approval.

Jury duty leave is provided when required and does not typically accumulate as paid time off. The employee is entitled to take the leave during their jury duty period.

Since jury duty leave is granted on an as-needed basis, it does not carry over and must be used during the period of jury service.

Unused jury duty leave is not paid out when the employment relationship ends, as it is based on legal obligation rather than entitlement.

Since jury duty leave is based on a legal obligation, it is not compensated at the end of the year and is only available during the period of jury service.

While jury duty leave is required by law, employees may receive compensation for their time serving on a jury, depending on the employer's policies or applicable laws. Employers may need to provide payment during the absence.