Palau Leave Laws and Holidays

Employees are typically entitled to a few days of bereavement leave, often 3-5 days, depending on the employer's policy and the relation to the deceased.

Immediate notice is usually required for bereavement leave, with some flexibility given the nature of the circumstances.

While formality varies, bereavement leave generally needs to be communicated and acknowledged by the employer.

Additional bereavement leave beyond the standard policy is not commonly available but may be considered under exceptional circumstances.

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

There is no carryover for bereavement leave as it is granted per occurrence and not based on accrual.

There is no payout for unused bereavement leave upon termination as it does not accrue.

Bereavement leave is not subject to end-of-year payout as it is intended for immediate use during a relevant incident.

Bereavement leave typically covers events involving immediate family members, though some policies may extend to other close relations.

Pregnant employees are entitled to up to 8 weeks of maternity leave, which can be taken before and after childbirth.

Notice of at least several weeks is typically required, along with a medical certificate confirming the expected date of birth.

Maternity leave needs to be formally requested and approved, generally supported by medical documentation.

Additional maternity leave is not commonly granted, but may be available under exceptional medical circumstances, often requiring further medical certification.

Maternity leave does not accrue annually like annual leave; it is granted per pregnancy.

Carryover of maternity leave to a subsequent year does not apply as it is event-based, not accrued.

There is no payout for unused maternity leave upon termination as it is granted per pregnancy event.

Maternity leave does not have an end-of-year payout as it must be used per the occurrence of pregnancy and childbirth.

During maternity leave, employees are protected from dismissal or redundancy due to their pregnancy or childbirth, ensuring job security.

Employees are entitled to 15 days of annual leave per year after completing one year of service.

Employees should apply for annual leave at least 7 days before the planned start date, although this may vary based on company policy.

Annual leave requires approval from the employer, typically based on business needs and staff availability.

Additional annual leave quota is not typically standard and would depend on specific employer policies or individual employment contracts.

Annual leave accrues on a monthly basis, with employees typically earning 1.25 days of leave per month of service.

Carrying over of annual leave to the next year is usually limited; specifics depend on employer policy.

Unused annual leave is generally paid out upon termination of employment.

End of year payout for unused annual leave is not standard, unless specified by employer policy.

Additional rules regarding annual leave may vary widely between different employers and should be outlined in the employment contract or employee handbook.

Employees summoned for jury duty are granted leave for the duration of their required service. This leave is separate from other leave types and is mandated by law.

Employees must notify their employer of the need for jury duty leave as soon as they receive a summons from the court.

Jury duty leave does not require employer approval as it is a legal obligation. Employers are required to release the employee for the period of jury service.

Additional quota rules are not applicable to jury duty leave as the duration is determined by the length of the court service.

Accrual does not apply to jury duty leave as it is granted as needed and mandated by law.

Carry over rules do not apply to jury duty leave as it occurs only when summoned by the court.

There is no payout for unused jury duty leave upon termination as this leave type is used only as required by court summons.

End of year payout does not apply to jury duty leave as it is not accrued nor carried over.

Employees on jury duty leave are protected under the law, and employers are prohibited from penalizing employees for taking leave for jury service.

Employees are entitled to 14 days of sick leave per year.

Employees should inform their employer about the sick leave as soon as possible, preferably on the first day of absence.

Sick leave beyond 2 consecutive days usually requires a medical certificate to be submitted for employer approval.

Additional sick leave quota is not typically standard and would depend on specific employer policies or individual employment contracts.

Sick leave entitlement accrues annually from the date of employment commencement.

Sick leave generally does not carry over to the next year; it expires at the end of each year.

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 generally requires supporting documentation, such as a medical certificate, especially for extended periods of illness.