Mozambique Leave Laws and Holidays

Employees are entitled to 20 working days of paid annual leave after a year of service.

Employees must provide notice before taking annual leave, though the exact period is often determined by the employer based on operational requirements.

Annual leave requires approval from the employer, typically scheduled according to the needs of the business.

Additional annual leave beyond the standard quota is not commonly granted but may be negotiated individually or specified in employment contracts.

Annual leave accrues monthly but is typically only available for use after completion of a full year of service.

Carry over of unused annual leave is permitted, but it is usually limited to a certain amount and duration as specified by the employer.

Unused annual leave is paid out upon termination of employment.

There is typically no payout for unused annual leave at the end of the year; it must either be used or carried over as per company policy.

Additional rules regarding annual leave may be specified in individual employment contracts or collective bargaining agreements.

Fathers are entitled to 1 day of paternity leave at the time of their child's birth.

Fathers must notify their employer about taking paternity leave as soon as possible, typically at the time of childbirth.

Paternity leave does not require prior approval, but fathers must notify their employer to arrange their absence.

The law does not provide for additional paternity leave beyond the stipulated 1 day.

Paternity leave does not accrue and is available per instance of childbirth.

Carry over of paternity leave is not applicable, as it is intended for use immediately at the time of childbirth.

Paternity leave payout upon termination is not applicable, as the leave is intended for immediate use during employment.

There is no end of year payout for paternity leave as it must be used in relation to the childbirth event.

Paternity leave is specifically for use at the time of childbirth to support the father's involvement in the initial care.

Eligible female employees are entitled to 60 consecutive days of paid maternity leave.

Female employees are required to provide advance notice of their intention to take maternity leave, typically several weeks before the expected delivery date.

Maternity leave generally needs to be approved by the employer, particularly regarding the start and end dates of the leave.

Additional maternity leave may be granted in special circumstances, such as medical complications, subject to employer's policy and medical certification.

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

Maternity leave cannot be carried over; it must be used in one continuous period around the time of childbirth.

There is no payout for unused maternity leave upon termination, as it must be used specifically for childbirth-related absence.

There is no end of year payout for maternity leave as it cannot be deferred or accumulated.

Women on maternity leave are protected against dismissal during this period, except under exceptional circumstances.

Sick leave entitlement varies depending on the length of service, with provisions typically increasing with tenure.

Employees are required to notify their employer as soon as possible in the event of sickness.

Sick leave generally requires a medical certificate, especially for extended periods of absence.

Additional sick leave may be granted based on medical advice and as per the discretion of the employer.

Sick leave does not accrue in the traditional sense but is granted based on actual sickness and medical certification.

Sick leave does not carry over to the next year; it is based solely on each instance of illness.

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.

Sick leave may be subject to verification by a company-appointed doctor to confirm the legitimacy of the illness.

Employees are entitled to up to 5 days of bereavement leave upon the death of a close family member.

Employees should notify their employer as soon as possible in the event of a death in the family.

Bereavement leave is typically granted automatically, but notification and, in some cases, proof of the event may be required.

Additional bereavement leave is not commonly available beyond the initial allowance unless exceptional circumstances exist and are recognized by the employer.

Bereavement leave does not accrue and is granted as needed.

Bereavement leave cannot be carried over as it is intended for immediate use following a family member's death.

Bereavement leave is not paid out upon termination as it is intended for use during active employment in response to specific circumstances.

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

The definition of immediate family for the purpose of bereavement leave typically includes parents, spouses, children, and siblings, but may extend to other close relatives depending on company policy.

Employees are entitled to jury duty leave for the duration of their service. The leave is typically paid, and employees must present the jury duty summons to the employer to qualify.

The employee is required to notify their employer about the jury duty summons as soon as possible. This is typically at least a week before the scheduled service.

The employee must inform the employer and receive approval before taking the leave. Employers can request proof of the jury summons.

Once an employee has used their jury duty leave for the specified period, no additional leave is granted. Any further absence must be requested as regular leave.

There is no accrual for jury duty leave. Employees are granted the leave for the duration of their jury service.

Jury duty leave is not carried over to the next year. If the leave is not used within the year it is granted, it expires.

Jury duty leave is not eligible for a payout upon termination of employment.

Jury duty leave is granted on an as-needed basis, and any unused leave is not paid out at the end of the year.

Employees must provide proof of their jury service, and the leave granted is only for the days they are required to serve.

Employees who are called for military service are entitled to military leave. The duration of the leave depends on the military service requirements and is usually determined by the government.

The employee should inform the employer as soon as they receive the call-up notice. The notice period varies depending on the employer's policies but is generally required several weeks in advance.

While the employer must approve the leave, they are generally obligated to grant it based on the employee's legal right to fulfill national service obligations.

Employees may be entitled to additional military leave if required by national service laws or military authorities. This can be extended under special circumstances, but it is subject to government regulations.

Military leave is not accrued. Employees are granted the leave based on the specific duration of their military service, and the leave is typically unpaid unless specified otherwise.

Military leave is granted for the period required for national service. It does not carry over to the next year if not used.

There is no payout for unused military leave upon the employee’s termination, as the leave is typically unpaid unless otherwise specified by the law.

Military leave, like jury duty leave, does not carry over or get paid out at the end of the year.

The duration and conditions of military leave are determined by the national government, and any special leave entitlements may vary based on the employee’s specific military duties or service requirements.