Mauritania Leave Laws and Holidays

Fathers are eligible for paternity leave, typically for a few days, to support their partner and new child around the time of birth.

Employees are expected to provide notice in advance of the expected birth to arrange for their absence.

Paternity leave requires prior approval, generally as a formality and to ensure proper staffing during the employee's absence.

Additional paternity leave beyond the statutory provision is not commonly available unless specified by employer policy or collective agreements.

Paternity leave is granted per event of childbirth and does not accrue over time.

There is no carry over for paternity leave as it is intended to be used during the childbirth period.

Paternity leave cannot be paid out on termination as it is designated for use at the time of childbirth only.

There is no end of year payout for paternity leave as it does not accrue.

Paternity leave is specifically intended to allow fathers to support their partners and newborns around the time of birth, emphasizing its purpose rather than duration.

The duration of sick leave entitlement can vary depending on the length of service and is typically supported by a medical certificate.

Employees are required to notify their employer immediately of their sickness and provide a medical certificate.

Sick leave usually requires an official medical certificate to be approved by the employer.

Additional sick leave may be granted based on medical advice and depending on the employer's policy and the specific circumstances.

Sick leave does not typically accrue and is granted as needed, based on medical requirements.

Sick leave does not carry over to the next year as it is granted based on actual sickness occurrences.

Sick leave is not paid out at termination as it is intended for use during the employment period when sick.

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

Long-term sickness may require periodic follow-up and re-certification based on company policy.

Employees are granted bereavement leave depending on their relationship to the deceased, typically a few days for immediate family members.

Employees should notify their employer as soon as possible in the event of the death of a close family member to arrange for bereavement leave.

Bereavement leave generally requires notification and may require verification, especially if extended travel is involved.

Additional days of bereavement leave may be granted depending on the specific circumstances and the employer's policies.

Bereavement leave does not accrue and is granted as needed based on specific bereavement situations.

There is no carry over for bereavement leave as it is intended to be used during the time of mourning.

Bereavement leave is not subject to payout upon termination as it is granted based on specific instances of loss.

There is no end of year payout for bereavement leave as it does not accrue.

The length and approval of bereavement leave may vary based on the employee's relationship to the deceased and the specific policies of the employer.

Employees are typically granted a few days off for their marriage, the exact number of days can vary based on employment contracts or local labor laws.

Employees planning to take marriage leave should notify their employers well in advance to ensure proper scheduling and coverage.

Marriage leave requires prior approval from the employer, usually as a formality to manage work during the employee's absence.

Additional marriage leave is not commonly available and is typically limited to the days specified by law or employer policy.

Marriage leave is not accrued but is granted per qualifying event (i.e., the employee's wedding).

There is no carry over for marriage leave as it is intended to be used at the time of the marriage.

Marriage leave is not eligible for payout upon termination as it must be used in relation to the event of marriage.

There is no end of year payout for marriage leave as it does not accrue.

The granting and duration of marriage leave may vary depending on the employer's policy and the specific employment contract.

Employees are entitled to a minimum of 24 workdays of paid annual leave per year after one year of service.

The notice period for taking annual leave may vary and should be specified in the employment contract or company policy.

Annual leave needs to be approved by the employer, typically requiring a formal request by the employee.

Additional leave beyond the statutory quota may be granted by the employer based on company policy or through collective bargaining.

Annual leave is accrued monthly, calculated from the date of commencement of employment.

Carry over of unused annual leave is subject to company policy, typically requiring it to be used within a specified period.

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

Unused annual leave is usually not paid out at the end of the year unless stipulated by the employer or in the employment contract.

There are no additional specific rules regarding annual leave.

Public holidays in Mauritania are days off provided by law, including both fixed and variable dates based on religious and national observations.

Notice period does not apply to public holidays as these are predetermined days off recognized nationally.

Employees do not need approval to take off on public holidays as these dates are legally mandated days off.

Additional quota for public holidays is not applicable as these holidays are fixed by law.

Accrual rules do not apply to public holidays as these do not accrue but are set dates each year.

Carry over rules do not apply to public holidays, as these cannot be moved or postponed.

Payout for public holidays on termination is not applicable as these are not accrued or carried over.

End of year payout for public holidays does not apply.

Public holidays are fixed by statute and include specific observances that may vary each year, such as religious holidays dependent on lunar cycles.

Pregnant employees are entitled to 14 weeks of maternity leave, which can start a few weeks before the expected delivery date.

Employers should be notified of the pregnancy as soon as possible, with a medical certificate specifying the expected delivery date.

While formal approval is not required, notification and submission of a medical certificate are necessary.

Additional maternity leave may be granted on a case-by-case basis, depending on medical complications or employer's policies.

Maternity leave is a statutory right and does not accrue over time.

Maternity leave is to be used around the time of childbirth and does not carry over.

Maternity leave benefits are provided around the childbirth period and are not subject to payout on termination.

There is no end of year payout for maternity leave as it must be used specifically for childbirth-related absences.

Pregnant employees are generally protected from heavy tasks and are entitled to time off for medical examinations related to pregnancy.