Madagascar Leave Laws and Holidays

Employees are entitled to sick leave, which can be up to 6 months, depending on the length of service and medical certification.

Notice should be given as soon as possible in cases of illness, typically requiring a medical certificate.

Sick leave generally requires approval from the employer, supported by a medical certificate.

Additional sick leave quota may be granted based on specific medical conditions and company policies.

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

Sick leave does not carry over to the next year as it is based on actual sickness and medical approval.

Sick leave is not paid out on termination as it is only applicable during employment when medically justified.

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

Sick leave approval requires appropriate medical documentation, and the terms can vary significantly between different employers.

Employees are entitled to 2.5 days of annual leave per month worked, which accumulates to 30 days per year.

The notice period for taking annual leave can vary and should be agreed upon with the employer, typically well in advance.

Annual leave requires approval from the employer, and requests should be submitted in advance.

Additional quota beyond the standard 30 days is not typically granted under normal circumstances.

Annual leave is accrued at a rate of 2.5 days per month, starting from the date of employment.

Carrying over of unused annual leave is generally permitted, but it is often limited to a certain amount and duration as per company policy.

Upon termination of employment, any unused annual leave is typically paid out to the employee.

Unused annual leave is usually not paid out at the end of the year unless the employment is terminated.

Additional rules regarding annual leave may vary by employer and should be outlined in the employment contract or employee handbook.

Fathers are entitled to 10 days of paternity leave, which can be taken around the time of childbirth to support the mother and new baby.

Employees are expected to provide reasonable advance notice to take paternity leave, aligning with the expected date of childbirth.

While paternity leave is a legal entitlement, the exact timing and duration of leave may be subject to approval based on employer's policies and operational requirements.

Additional paternity leave beyond the statutory 10 days is not commonly provided under Madagascan law and would depend on specific employer policies or collective agreements.

Paternity leave is not accrued but is granted per childbirth incident.

There are no carry over provisions for paternity leave as it is intended to be used immediately around the time of childbirth.

Paternity leave does not accumulate and thus there is no payout for unused leave upon termination.

Since paternity leave is linked to the childbirth event and does not accrue, it is not subject to end of year payout.

Paternity leave is specifically intended to be used to assist with childbirth and related responsibilities, and must be taken during or shortly after the partner's childbirth period.

Pregnant employees are entitled to 14 weeks of maternity leave, with 8 weeks mandatory postnatal leave to ensure the health of the mother and child.

Employees are required to provide notice to their employers of their intention to take maternity leave, ideally as soon as the pregnancy is medically confirmed.

Maternity leave is a statutory right, so approval is not required, but employees must notify their employers and provide appropriate medical certification.

Additional leave may be granted in the event of pregnancy complications or health issues related to childbirth, as advised by a medical professional.

Maternity leave does not accrue over time but is available as a one-time entitlement per pregnancy.

Carry over rules do not apply to maternity leave as it is a one-time entitlement per pregnancy and must be used within the childbirth period.

Since maternity leave is granted per pregnancy and does not accumulate, there is no payout on termination.

Maternity leave does not accrue and thus cannot be paid out at the end of the year.

Employees on maternity leave are protected from dismissal during this period, except under exceptional circumstances not related to the pregnancy or leave.

Employees are entitled to compassionate leave for urgent family matters, particularly the death or critical illness of a close family member, as defined by the employer’s policies.

Employees should inform their employer as soon as possible, though the notice period may be relaxed depending on the urgency of the situation.

While compassionate leave is recognized by law, employees are expected to request permission from their employer. The approval may be expedited in cases of urgent family matters.

Additional compassionate leave may be allowed at the discretion of the employer, but there are no statutory rules mandating extra leave beyond the initial period.

Compassionate leave is a form of special leave and is not accumulated over time like annual or sick leave. It is typically granted as needed, based on the specific situation.

As compassionate leave is granted based on urgent personal situations, it does not carry over. Any unused compassionate leave does not accumulate for future use.

Since compassionate leave is provided for specific, urgent personal reasons, any unused leave is not paid out when an employee leaves the company.

There is no provision for the payout of unused compassionate leave at the end of the year, as it is intended for use during critical personal situations.

Employers have the discretion to determine the length and terms of compassionate leave, though it is typically granted in cases of death or critical illness of immediate family members. The length of the leave may vary based on the circumstances.