Maldives Leave Laws and Holidays

Employees are entitled to 30 days of annual leave per year after completion of one year of service.

Employees must provide a minimum of two weeks notice prior to taking their annual leave, unless otherwise agreed with the employer.

Annual leave requires approval from the employer, and it is subject to the operational requirements of the employer.

Additional annual leave beyond the standard quota is not commonly granted but may be subject to special agreements or circumstances.

Annual leave accrues monthly but is only available for use after completion of one full year of employment.

Unused annual leave can be carried over to the next year but must be used within that year or it may be forfeited.

Any accrued but unused annual leave will be paid out upon termination of employment.

There is generally no end-of-year payout for unused annual leave; it must be carried over into the next year.

Employees are eligible for annual leave only after completing a full year of work, with accrual starting from the first day of employment.

Pregnant employees are entitled to 60 days of paid maternity leave, which can be taken around the time of childbirth.

Employees should notify their employer at least 2 months in advance of their expected due date and intended start date of maternity leave.

While maternity leave is a statutory right, notification and scheduling should be approved by the employer.

Additional maternity leave is not standard but may be provided under special circumstances or health issues as per medical advice.

Maternity leave does not accrue and is granted as a one-time benefit per pregnancy.

Maternity leave cannot be carried over as it is meant to be used specifically around the time of childbirth.

Maternity leave is not subject to payout on termination, as it must be used in relation to a specific pregnancy.

Maternity leave is not paid out at the end of the year and must be used in connection with childbirth.

A medical certificate must be provided to substantiate the due date and need for maternity leave.

Fathers are entitled to 10 days of paid paternity leave, which can be taken around the time of childbirth.

Fathers are expected to provide reasonable notice to their employers about their intention to take paternity leave, ideally as soon as the expected due date is known.

Paternity leave needs to be approved by the employer, though it is a statutory right.

Additional paternity leave is not typically available.

Paternity leave does not accrue and is available as a one-time benefit per childbirth.

Paternity leave is intended for use around the time of childbirth and does not carry over.

Paternity leave is not paid out upon termination as it is meant to be used specifically for childbirth-related purposes.

Unused paternity leave is not paid out at the end of the year.

Paternity leave must be taken in connection with the childbirth and is usually contingent upon the father being the legal parent or guardian.

Employees are entitled to up to 30 days of sick leave per year, based on medical certificates.

Employees should inform their employer as soon as possible when taking sick leave, ideally on the first day of absence.

Sick leave longer than three days requires a medical certificate for approval.

Additional sick leave may be granted under special circumstances and with appropriate medical documentation.

Sick leave entitlement is granted annually and does not accrue monthly like annual leave.

Unused sick leave cannot be carried over to the next year; it expires at the end of each year.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year and is forfeited.

Sick leave generally requires supporting medical documentation, especially for absences longer than three consecutive days.

Casual leave is typically provided for urgent personal matters and can be availed when an employee needs time off for unforeseen situations, such as sickness or family emergencies. The quota is generally defined by the employer's policy but usually includes a certain number of days per year.

Casual leave generally does not require prior notice unless stipulated by the employer. However, it is courteous for employees to notify their employer as early as possible when they plan to take casual leave.

Casual leave generally requires prior approval from the employer. Employees should request casual leave in advance whenever possible, though it may be granted in emergency situations with minimal notice.

Additional casual leave beyond the standard quota may be allowed under special circumstances, but this is typically at the employer’s discretion. Employers may allow extra casual leave in cases of extended emergencies or as part of their workplace policies.

Casual leave is typically not accrued like annual leave. Employees are given a fixed number of days each year, which they can use when needed. Unused casual leave is often forfeited at the end of the year, though some employers may allow carryover.

Casual leave is usually not carried over from one year to the next. It is generally treated as a 'use-it-or-lose-it' type of leave, meaning any unused days are typically lost at the end of the year, unless stated otherwise in the employment contract.

Upon termination of employment, casual leave is generally not paid out. If an employee has unused casual leave, it is typically forfeited, and no monetary compensation is provided, unless specified in the contract or company policy.

At the end of the year, unused casual leave is usually not paid out. The employee either uses it before the year ends or loses it. However, this may vary depending on the company's leave policies or employment agreements.

Casual leave is meant for short-term absences, typically not exceeding a few days at a time. The purpose of the leave is to handle unforeseen situations such as personal or family emergencies. Excessive casual leave may require justification.

Compassionate leave is provided to employees who need to take time off due to serious family emergencies, such as the death or critical illness of a close family member. The quota for compassionate leave can vary depending on the employer, but it is usually a few days per year.

Employees generally need to notify their employer as soon as possible when they need to take compassionate leave. A reasonable notice period is typically expected, but in emergencies, immediate leave can be granted with less notice.

Compassionate leave typically requires prior approval from the employer, though it is generally granted in emergency situations. Employers are usually flexible in granting leave during crises, provided the employee informs them promptly.

In the case of exceptional circumstances, such as the loss of multiple family members or an extended family emergency, the employer may grant additional compassionate leave. However, this is discretionary and dependent on company policies or individual agreements.

Compassionate leave is usually provided as a fixed amount per year and is not accrued over time. Employees receive a certain number of days each year to be used as needed in emergencies. Unused compassionate leave typically does not roll over.

Any unused compassionate leave is typically not carried over to the following year. Compassionate leave is often treated as a one-time allocation per year that does not accumulate or roll over to the next year.

When an employee's employment is terminated, compassionate leave is generally not paid out. Any unused compassionate leave is typically forfeited unless otherwise specified by the company’s policies.

Unused compassionate leave is not paid out at the end of the year. It is generally not carried over to the next year and does not accrue. However, employers may have specific policies that offer exceptions.

Compassionate leave is primarily intended for situations involving serious illness or death of a family member. The length of compassionate leave and the conditions for taking it may vary depending on the nature of the emergency and the employer’s discretion.

Study leave is provided to employees who need time off to pursue academic qualifications or attend exams. The quota for study leave varies depending on the employer and the type of education being pursued, with some employers offering a set number of days per year.

Employees generally need to inform their employer well in advance before taking study leave. A reasonable notice period is expected so that the employer can manage any work disruptions, though this may vary based on the company’s leave policy.

Study leave typically requires approval from the employer. Employees should submit their leave request in advance, providing details about their academic schedule or exams. The employer may approve or deny the request depending on the workload and the timing of the leave.

In some cases, employees may be granted additional study leave beyond the standard quota if they are pursuing further education or if their course or exams require more time off. This additional leave is subject to the employer’s approval.

Study leave is usually provided as a set number of days per year, with no accumulation over time. Unused study leave is generally not carried over to the next year.

Any unused study leave is typically not carried over to the next year. Employees must utilize their study leave within the year it is allocated, as it does not accumulate.

At the time of employment termination, study leave is typically not paid out. Any unused study leave is forfeited, as it is a non-accumulating leave.

Unused study leave is generally not paid out at the end of the year. Employees must use it within the year it is granted, and unused leave typically lapses without compensation.

Study leave is primarily provided for employees who are pursuing formal education and requires proof of the academic commitment. It is typically granted for attending exams or completing courses that are relevant to the employee’s role.