Niue Leave Laws and Holidays

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

Employees should notify their employer as soon as possible about the need for bereavement leave.

Bereavement leave typically requires formal notification rather than approval, given the nature of the circumstances.

Additional bereavement leave may be granted at the discretion of the employer based on specific circumstances.

Bereavement leave does not accrue and is granted as needed per event.

There is no carry over for bereavement leave as it is event-based.

Bereavement leave is not paid out upon termination as it is intended for use during employment for specific events.

There is no end-of-year payout for bereavement leave.

Immediate family typically includes spouse, children, parents, and siblings; however, this can vary based on employer policies.

Female employees are entitled to up to 12 weeks of maternity leave, which can begin a few weeks before the expected delivery date.

Employees are required to give their employer at least three weeks' notice before beginning maternity leave, accompanied by a medical certificate stating the expected delivery date.

While maternity leave is a statutory right, the process requires notifying the employer with appropriate documentation.

Additional maternity leave beyond the standard 12 weeks is not typically available, although some employers may offer extended leave under special circumstances.

Maternity leave does not accrue but is available as a one-time entitlement per pregnancy.

Carry over is not applicable to maternity leave as it is tied to each individual pregnancy event.

Maternity leave is not subject to payout on termination as it must be used within the timeframe of the pregnancy and postpartum period.

There is no end of year payout for maternity leave as it does not accrue annually but is specific to each pregnancy.

The law provides job protection during maternity leave, ensuring that women can return to their job or a similar position with equivalent terms and conditions.

Employees are entitled to a minimum quota of annual leave days each year, which typically accrues based on the length of service with the employer.

Employees should apply for annual leave in advance, with the exact notice period often specified in the employment contract or workplace policy.

Annual leave requires approval from the employer, who may consider business needs before granting leave.

Additional annual leave can often be negotiated with the employer, either as part of the employment contract or through special arrangements.

Annual leave typically accrues monthly based on the employee's length of service, with the accrual rate often increasing with longer service.

Carry over of unused annual leave is generally permitted, though there may be a limit on the number of days that can be carried over, as specified by the employer.

On termination of employment, employees are typically entitled to a payout for accrued but unused annual leave.

Some employers may offer a payout for unused annual leave at the end of the year, but this is dependent on company policy or employment contracts.

The specifics of annual leave, such as accrual rates and carry over limits, can vary significantly depending on the terms of employment and local labor laws.

Employees are entitled to up to 20 days of paid sick leave per year after completing a minimum period of service, typically six months.

Employees are required to inform their employer about the need for sick leave as soon as possible, ideally on the first day of absence.

While formal approval is not typically required, employees must notify their employer and may need to provide a medical certificate.

Additional sick leave beyond the standard quota is generally not available, although exceptions may apply under specific circumstances or health conditions.

Sick leave entitlement is typically granted on a yearly basis and is not accrued monthly.

Unused sick leave does not usually carry over to the next year; it is reset at the end of each calendar or employment year.

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

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

Employers may require a medical certificate to validate the sick leave, especially for absences of more than two consecutive days.

Employees are entitled to take off on national public holidays. The specific days are usually predefined by the government annually.

No notice period is required for public holidays as these are predetermined and known in advance.

Public holiday leave does not require employer approval as it is automatically granted by law.

There are no additional quotas for public holidays beyond the dates specified by law.

Public holidays do not accrue; they are fixed dates in the calendar.

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

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

Unused public holidays are not subject to payout at the end of the year.

The observation of these holidays is compulsory and employees are not required to work, unless specified by their employment contract under special conditions.

Special leave is granted on a case-by-case basis for urgent personal matters, such as bereavement, illness of a close family member, or other emergencies. The exact number of days depends on the employer’s discretion or specific employment agreements.

Employees must notify their employer immediately or as soon as possible, providing a valid reason for the leave request.

Employees must obtain approval from their employer before taking special leave, except in urgent cases where retrospective approval may be granted.

Employers may allow additional special leave days in extreme cases, such as extended family emergencies, at their discretion.

Special leave is not accrued; it is granted based on need and employer approval.

Since special leave is granted on an as-needed basis, it cannot be carried over.

Special leave is not paid out upon termination as it is not an accrued entitlement.

Unused special leave is not converted to cash at the end of the year.

Employers may set specific conditions for granting special leave, such as documentation requirements or limits on frequency.

Paternity leave allows fathers to take time off to support their partner and newborn. The exact duration varies by employer policy or employment contracts.

Employees should notify their employer in advance, typically at least a few weeks before the expected birth date, providing necessary documentation.

Employers must approve paternity leave requests in accordance with company policies.

Employers may grant additional paternity leave if needed, but this is not mandatory.

Paternity leave is provided as a one-time entitlement per birth event and does not accumulate over time.

Paternity leave must be used within a specific time after childbirth and cannot be carried over.

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

Unused paternity leave is not converted into a cash payout.

Employers may require documentation such as a birth certificate to approve paternity leave.

Retiring leave is provided to employees as they approach retirement, often as a recognition of long service. The exact duration and eligibility criteria depend on company policies or government regulations.

Employees must inform their employer well in advance to coordinate their transition to retirement.

Employers must approve retiring leave applications based on eligibility.

Employers may allow extended retiring leave under specific circumstances, such as pending unused leave balances.

In some cases, retiring leave is accrued based on years of service, but this depends on employer policy.

Retiring leave may be accumulated and carried over until retirement, depending on company policy.

If an employee does not use retiring leave before retirement, some employers offer a payout for unused leave.

Some companies may pay out unused retiring leave annually, but it depends on company policy.

Eligibility criteria, duration, and payout options vary based on employer policies and contractual agreements.

Employees who have worked for a long period (e.g., 10+ years) may be eligible for additional leave as a reward for long service.

Employees must provide notice before taking long service leave to allow employers to plan workforce management.

Employers must approve long service leave applications based on eligibility and operational needs.

Long service leave is fixed based on tenure, and additional quota is not commonly granted.

Long service leave is earned progressively based on tenure, with eligibility criteria set by the employer.

Employees may accumulate long service leave and carry it over for future use.

If an employee is eligible but has not used their long service leave, they may receive a payout upon leaving the company.

Some employers may allow payout of long service leave at the end of the year, but this depends on company policy.

Eligibility, duration, and payout terms are subject to employer policies and contractual agreements.