Martinique Leave Laws and Holidays

Sick leave entitlements can vary. Typically, employees are entitled to sick leave as per health condition needs, with some statutory minimum provisions.

Employees should notify their employer of sickness as soon as possible, ideally on the first day of absence.

Sick leave beyond a few days usually requires medical certification from a healthcare provider.

Additional sick leave quota is generally granted based on specific medical advice and may require additional documentation.

Sick leave does not typically accrue and is granted as needed based on health conditions.

Sick leave generally does not carry over to the next year; it is based on immediate health needs.

Sick leave is not paid out on termination, as it is intended for use during the period of employment when actually sick.

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

The application and grant of sick leave are subject to specific statutory regulations and may require adherence to formal procedures.

New fathers are entitled to 11 consecutive days of paternity leave, which can be taken upon the birth of their child.

Employers should be notified as soon as possible once the expected date of birth is known, and immediately after the child is born.

Paternity leave generally requires prior notification and may need formal approval depending on the employer's policies.

Additional paternity leave is not typically standard and would depend on specific employment agreements or circumstances.

Paternity leave does not accrue; it is a fixed entitlement per event (birth of a child).

Carry over of paternity leave is not applicable as it must be taken shortly after the birth of the child.

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

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

Paternity leave must be taken within a set period following the birth, typically within four months.

Maternity leave in Martinique is up to 16 weeks, with 6 weeks prior and 10 weeks after childbirth.

The employer must be notified at least 2 weeks before the intended start of maternity leave, with a medical certificate confirming the pregnancy and the expected date of childbirth.

Maternity leave is a statutory right and does not require employer approval, although notification and proof of pregnancy are necessary.

Additional maternity leave may be granted in the case of pregnancy complications or multiple births, as specified by a doctor.

Maternity leave does not accrue over time but is granted per pregnancy.

Carry over rules do not apply to maternity leave as it is event-based and must be used within a specific timeframe around the pregnancy.

Maternity leave benefits are not subject to payout on termination, as they must be used in relation to the pregnancy period.

Maternity leave does not have an end of year payout as it is tied specifically to the period surrounding childbirth.

During maternity leave, an employee's job position and rights (including remuneration and benefits) are protected by law.

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

The employer should be notified as soon as possible, ideally before the leave starts.

Bereavement leave does not typically require formal approval, but the employer must be informed immediately.

Additional bereavement leave is not standard and would typically require special consideration from the employer.

Bereavement leave does not accrue; it is granted as needed per incident.

There is no carryover for bereavement leave as it is event-specific.

Bereavement leave is not paid out on termination as it is intended for immediate use during the specific bereavement period.

Unused bereavement leave is not paid out at the end of the year as it does not accrue.

Immediate family typically includes spouse, children, parents, and siblings, though some employers may extend this to include other close relatives.

Employees are entitled to a minimum of 5 weeks of paid annual leave per year.

The notice period for taking annual leave can vary and should be mutually agreed upon with the employer, typically at least one month in advance.

Annual leave requires approval from the employer, usually discussed and agreed upon based on business needs.

There are no standard rules for additional annual leave quota beyond the statutory minimum; however, it may be negotiated with the employer.

Annual leave is accrued on a monthly basis, with employees typically accruing 2.08 days of leave per month worked.

Carry over of unused annual leave is typically limited and must usually be used within a specific timeframe, often within the calendar year.

Upon termination, any accrued but unused annual leave is paid out to the employee.

There is generally no automatic payout of unused annual leave at the end of the year; it must be used or carried over as per the rules.

Any deviations from standard leave policy (such as extended leave) are subject to agreement between the employer and employee.

Employees are entitled to paid leave for participating in union activities. The duration of leave depends on the nature of the activity and must comply with the relevant labor laws.

Employees must notify their employer about their intention to take leave for union activities within a reasonable period. The notice period typically ranges from a few days to a few weeks depending on the employer's internal policies.

The employee must receive approval from the employer for union-related leave. While the leave is generally guaranteed, the employer has the right to approve or deny the specific timing of the leave based on operational needs.

Additional leave quota for union activities is generally not granted unless specified by the collective bargaining agreement or if the employee is participating in a significant event. Any additional leave beyond the specified time may require employer consent.

Union leave is typically provided on a per-activity basis. The employee is entitled to a certain number of days for specific union events, which accrue based on the frequency and nature of the union's activities.

Leave for union activities is not typically carried over to the following year. Any unused leave must be taken within the year or the event for which it was granted, or it may be forfeited.

Since union leave is a special category of leave, unused days are not paid out upon the termination of employment. The leave is intended for specific events rather than accumulation for cash payout.

As union leave is activity-based and not part of the standard annual leave, it is not subject to end-of-year payouts. It is expected to be used for union activities within the given period.

Some collective agreements or specific industry regulations may provide additional conditions or allowances for leave related to union activities. Employees should consult with their union representatives to understand their rights and the specifics of any agreements.