Mauritius Leave Laws and Holidays

Eligible male employees are entitled to 5 consecutive days of paid paternity leave, which must be taken within a period surrounding the birth of the child.

Expectant fathers are required to inform their employer of the pregnancy and the expected date of birth as soon as it is practicable.

Paternity leave requires employer approval, particularly regarding the timing of the leave around the birth date.

Additional paternity leave beyond the statutory quota is not typically available.

Paternity leave is not accrued but is granted as a one-time benefit per childbirth.

Carry over of paternity leave is not applicable.

Unused paternity leave is not paid out upon termination, as it must be used within a specified timeframe around the birth.

End of year payout does not apply to paternity leave as it is not accrued annually.

Paternity leave is specifically granted in relation to the birth of a child and must be taken within the timeframe stipulated by the law.

Eligible employees adopting a child may be entitled to adoption leave, the duration of which varies depending on specific circumstances and the age of the child.

Employees must notify their employer of the adoption process and intended leave period as soon as it is practicable to do so.

Adoption leave requires approval and appropriate documentation related to the adoption must be provided to the employer.

Additional adoption leave may be granted depending on the specific needs related to the adoption process or the child’s condition.

Adoption leave is not accrued but is granted based on the occurrence of an adoption event.

Carry over of adoption leave is not applicable.

Unused adoption leave is not paid out upon termination, as it must be used in relation to the adoption event.

End of year payout does not apply to adoption leave as it is event-based and not accrued annually.

Adoption leave eligibility and duration may vary based on factors such as the age of the child and specific adoption circumstances.

Study leave is often granted at the discretion of the employer and may vary in duration depending on the nature of the study or examination.

The required notice period for study leave can vary significantly, but employees are typically expected to request it well in advance of the relevant educational commitment.

Approval for study leave is at the discretion of the employer and is typically dependent on the relevance of the study to the job and the operational needs of the employer.

Additional study leave may be granted based on employer policies, the relevance of the study to the employee's job, and the success in previous studies.

Study leave does not usually accrue in a traditional sense but may be granted as per company policy and the specific circumstances of the study or training involved.

Carry over of study leave is generally not applicable, as it is granted specifically for the duration of a particular educational or training event.

There is no payout for unused study leave upon termination, as this type of leave is granted for specific educational purposes.

Unused study leave is not paid out at the end of the year as it is not accrued.

Employees may be required to provide evidence of enrollment and attendance in a course or educational program to qualify for study leave.

Pregnant employees are entitled to 14 weeks of maternity leave, which can be taken 7 weeks before the expected date of delivery and 7 weeks after.

Notice of the intention to take maternity leave should be given at least 7 weeks before the expected date of childbirth, accompanied by a medical certificate.

Maternity leave needs to be approved by the employer, with appropriate notice and a medical certificate indicating the expected date of childbirth.

Additional maternity leave may be granted in special circumstances such as illness arising out of pregnancy or childbirth, documented by a medical practitioner.

Maternity leave does not require accrual and is available as per statutory entitlement.

Carry over of maternity leave is not applicable.

Maternity leave is not subject to payout on termination as it must be used within the childbirth period.

There is no end of year payout for maternity leave as it pertains specifically to the period around childbirth.

Maternity leave is a protected leave under Mauritian law, ensuring job security during and immediately after pregnancy.

Employees are entitled to 15 days of paid sick leave per year, provided they have a medical certificate.

Sick leave should be reported to the employer as soon as possible, and a medical certificate is usually required within a specified timeframe.

Sick leave requires submission of a medical certificate for validation and approval by the employer.

Additional sick leave may be granted under special circumstances or severe health issues, often requiring additional medical documentation.

Sick leave entitlement is not accrued but is available in full at the start of each year or upon commencement of employment.

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

Unused sick leave is not paid out upon termination of employment.

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

Sick leave must be substantiated with a medical certificate from a certified doctor, and failure to provide this may result in unpaid leave.

Employees are entitled to 3 days of paid bereavement leave per event, applicable upon the death of an immediate family member.

Employees should inform their employer about the bereavement as soon as possible to arrange the leave.

Bereavement leave is typically granted without formal approval, given the nature of the circumstances.

Additional bereavement leave is not typically available under statutory rules but may be considered by the employer on a case-by-case basis.

Bereavement leave does not accrue and is granted per occurrence.

Carry over of bereavement leave does not apply as it is intended for immediate use for each specific bereavement event.

Unused bereavement leave is not paid out upon termination as it is granted per specific bereavement occurrence.

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

Bereavement leave generally applies to the death of immediate family members, though some employers may extend this to include other close relations.

Employees are entitled to 15 working days of paid annual leave per year after one year of continuous service with the same employer.

The notice period for taking annual leave can vary by company policy, but typically employees must give notice at least two weeks in advance.

Annual leave requires prior approval from the employer, and the timing can be subject to the needs of the organization.

Additional annual leave beyond the standard quota is generally not provided under Mauritian law but can depend on specific employment contracts or company policies.

Annual leave accrues monthly but is typically accessible only after completion of one year of service.

Unused annual leave can be carried over to the next year, but this is often capped and governed by employer policies.

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

There is typically no end-of-year payout for unused annual leave unless otherwise stipulated in the employment contract.

The application and approval of annual leave may be subject to additional rules set forth by the employer, such as blackout periods during busy seasons.

Employees are entitled to 15 public holidays per year. If required to work on a public holiday, they are usually entitled to a day off in lieu or additional pay.

Notice period does not apply to public holidays as these are pre-determined days off.

Public holidays are automatically granted and do not require approval.

There are no additional quotas for public holidays; the days are fixed and mandated by law.

Public holidays do not accrue but are set days throughout the calendar year.

Public holidays cannot be carried over as they are specific to certain dates.

There is no payout for public holidays on termination as these benefits do not accrue.

There is no end of year payout for public holidays.

Working on a public holiday typically entitles an employee to extra pay or a compensatory day off, depending on the company's policy.