Macau Leave Laws and Holidays

Pregnant employees are entitled to 90 days of maternity leave, which can be extended under certain medical conditions.

The employer must be notified of the intention to take maternity leave at least three weeks before the planned start date, unless there are unforeseen circumstances.

While maternity leave is a statutory right, the timing and arrangements need to be approved by the employer.

Additional maternity leave may be granted for medical reasons related to the pregnancy or childbirth, with appropriate medical documentation.

Maternity leave is a one-time entitlement per pregnancy and does not accrue over time.

There is no carry over for maternity leave as it is event-based.

There is no payout for unused maternity leave as it is meant to be used for a specific event.

Maternity leave is not subject to end of year payout as it must be used within the pregnancy or immediately following childbirth period.

During maternity leave, employees are protected against termination of employment, except in cases of gross misconduct.

Fathers are entitled to 5 days of paternity leave, which must be taken within the period surrounding the birth.

Fathers should notify their employer as soon as the expected date of childbirth is known and confirm as soon as the child is born.

While paternity leave is a right, the specific timing and duration of leave may need to be discussed and approved with the employer.

Additional paternity leave is not commonly granted beyond the statutory 5 days.

Paternity leave is granted per childbirth and does not accrue annually.

There is no carry over for paternity leave; it must be used within a stipulated time frame around the childbirth.

Unused paternity leave is not paid out upon termination as it is event-specific.

There is no end of year payout for paternity leave.

Paternity leave must be taken within a specified period around the date of childbirth to support the partner and new child.

Employees are entitled to up to 30 days of sick leave per year for general illness. If hospitalization is necessary, the entitlement extends to 60 days.

Employees must inform their employer as soon as possible of their need to take sick leave, and provide a medical certificate.

Sick leave must be justified with a medical certificate to be approved by the employer.

Additional sick leave may be granted if justified by a medical certificate and depending on the company's leave policies.

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

Unused sick leave does not carry over to the next year; it is reset annually.

Unused sick leave is not paid out on termination.

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

A valid medical certificate is necessary to apply for sick leave, and there may be specific requirements regarding the doctor or medical institution, as per company policy.

Employees are entitled to 6 days of annual leave after 1 year of service. This increases by 1 day for each additional year of service, up to a maximum of 16 days.

Employees should apply in advance for annual leave, though the exact notice period can be determined by company policy.

Annual leave requests must be submitted to and approved by the employer. The approval process can be governed by internal company policies.

Annual leave quotas are fixed based on years of service, and additional leave beyond this is not common under statutory regulations.

Annual leave accrues annually based on the employee's tenure, starting with 6 days after the first year of service.

Carrying over of unused annual leave is generally permitted, but it may be limited to a certain number of days and/or must be used within a specific timeframe, as dictated by company policy.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is no standard end-of-year payout for unused annual leave unless the employment is terminated, in which case unused leave is compensated.

Additional rules regarding annual leave may be stipulated in the employment contract or company policy, such as blackout periods during busy seasons.

Compassionate leave in Macau is typically granted for the death of a close family member, usually allowing for 1-3 days off. The number of days can vary based on the company's internal policies.

The employee is not required to provide advance notice before taking compassionate leave, as it is generally used during emergencies such as the death of a close family member.

Although compassionate leave is often granted under emergency circumstances, it typically requires employer approval, as it is based on company policy.

Additional compassionate leave beyond the standard quota can be granted by the employer, especially in exceptional situations. This decision is typically at the discretion of the employer.

Compassionate leave is not accrued. It is granted on an as-needed basis, depending on the situation, such as the death of a family member.

As compassionate leave is generally used for specific events, it cannot be carried over to the next year or future periods.

Unused compassionate leave is not paid out when the employee leaves the company, as it is intended for specific personal emergencies.

There is no payout for unused compassionate leave at the end of the year, as it is not accrued or intended to be used for long-term absence.

While compassionate leave is generally limited to close family members, some companies may extend this leave to cover other exceptional circumstances. Specific details are typically outlined in company policies.

Jury leave in Macau allows employees to attend jury duty without loss of income. The leave is granted for the duration of the jury service, and the employee is typically entitled to compensation during this period.

Employees are required to notify their employer as soon as they are called for jury duty. The notice period may vary depending on the employer's internal policies.

Jury leave is a statutory leave type, and employees are legally entitled to it when called for jury duty. Employer approval is not needed, but timely notice is required.

No additional jury leave is granted beyond the duration of the jury duty itself. If jury duty extends beyond a reasonable period, employees may need to use other types of leave.

Jury leave is not an accrual-based leave. It is granted only when the employee is called to serve on a jury, and it does not accumulate over time.

As jury leave is granted for specific events, it is not carried over from one year to the next.

Jury leave is not paid out when the employee leaves the company, as it is intended for short-term use during jury service.

There is no payout for unused jury leave at the end of the year, as it is specifically for attending jury duty.

While on jury duty, employees are typically compensated by the government for their time. Employers are not required to pay employees for this time off, although they may choose to supplement government compensation.