Papua New Guinea Leave Laws and Holidays

Employees are entitled to 10 working days of paid annual leave after one year of continuous employment. The leave is accrued on a pro-rata basis if the employee has worked for less than a year.

Employees must notify their employer at least two weeks before taking annual leave. This allows employers to plan for coverage during the employee's absence.

Annual leave requires prior approval from the employer. Employees should submit a leave request, and approval is granted based on operational needs and staff availability.

Additional leave beyond the standard 10 days is typically not granted unless specified in the employment contract or through mutual agreement between the employee and employer.

Annual leave is accrued based on the length of continuous service. Employees earn a portion of their leave for each completed month of service.

Unused annual leave can generally be carried over to the next year, but it should be used within a reasonable period. The maximum carryover period may vary depending on company policy or employment agreement.

If the employee leaves the company or is terminated, any unused annual leave is paid out based on the employee's regular wage rate.

In Papua New Guinea, unused annual leave is generally carried over to the next year, and it is not typically paid out at the end of the year unless specifically stated in the employee's contract.

There are no specific additional rules regarding annual leave, but terms can vary based on company policies or the employment contract.

Employees are entitled to 14 days of paid sick leave per year after having worked for a minimum period (usually 6 months). Sick leave may be taken for personal illness or injury and should be supported by a medical certificate if requested by the employer.

Employees should inform their employer as soon as they are unable to work due to illness. Typically, a minimum of 24 hours' notice is required, unless the illness is severe.

Sick leave requires approval from the employer, and the employee may be asked to provide a medical certificate as evidence of illness.

Additional sick leave beyond the standard 14 days is not typically provided unless specified in the employment agreement or if the illness is long-term or serious.

Sick leave is granted on an annual basis and is not accumulated month-to-month. Employees start with a full allocation at the beginning of each year.

Unused sick leave does not carry over to the next year and must be used within the current year. However, employees can reapply for sick leave in subsequent years.

Unused sick leave is not paid out if an employee leaves the company, whether voluntarily or through termination.

There is no provision for paying out unused sick leave at the end of the year. Any unused sick leave expires at the end of the calendar year.

For long-term illness, employees may be entitled to additional benefits or extended leave, subject to agreement between the employer and employee. This may require medical documentation.

Female employees are entitled to 12 weeks of paid maternity leave after having worked for the company for at least 12 months. The leave is granted to allow the employee to recover from childbirth and bond with the newborn.

Employees should notify their employer at least 6 weeks before the expected delivery date to ensure proper planning for their absence.

Maternity leave requires approval from the employer. The employee must provide medical documentation confirming the pregnancy and expected delivery date.

Any additional maternity leave beyond the standard 12 weeks may be granted on a case-by-case basis depending on company policies and medical recommendations.

Maternity leave is not accrued over time. The employee is entitled to the full 12 weeks of leave once they meet the eligibility criteria.

Maternity leave is a one-time benefit per childbirth and cannot be carried over to future years.

Unused maternity leave is not paid out if the employee leaves the company before the end of the leave period.

Maternity leave does not carry over to the next year and is not subject to payout at year-end.

If an employee has multiple children in one pregnancy (e.g., twins), they may be entitled to additional benefits or extended leave, subject to company policy and applicable laws.

Male employees are entitled to 3 days of paid paternity leave upon the birth of their child, provided they have worked for the company for at least 6 months.

Employees should notify their employer at least 1 week before the expected birth date to allow for proper planning.

Paternity leave requires approval from the employer, and the employee may need to provide documentation regarding the expected birth date.

Any additional paternity leave beyond the standard 3 days is typically not granted unless specified in the employment agreement or company policy.

Paternity leave is not accrued over time and is granted in full upon the birth of the employee's child.

Unused paternity leave is not carried over and must be used within the year it is granted.

Unused paternity leave is not paid out if the employee leaves the company.

Paternity leave does not carry over to the next year and is not subject to payout at year-end.

There are no additional specific rules for paternity leave under current employment laws in Papua New Guinea.

Employees are entitled to 3 days of paid leave in the event of the death of a close family member, such as a spouse, child, or parent.

Bereavement leave can be taken immediately following the death of a close family member. Employees should inform their employer as soon as possible.

Bereavement leave requires approval from the employer, who may require proof of the death (e.g., a funeral notice or death certificate).

Any additional bereavement leave beyond the standard 3 days would typically need to be arranged with the employer on a case-by-case basis.

Bereavement leave is not accrued over time and is granted in full when the employee experiences a bereavement.

Bereavement leave is provided as a one-time event and cannot be carried over to future years.

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

Bereavement leave is not carried over and is not subject to payout at year-end.

Bereavement leave is typically granted under the circumstances of the employee's immediate family death, and specific terms may be subject to employer discretion.

Employees who have worked for the same employer for 10 years are entitled to one month of paid long service leave, with additional leave granted after every 5 years of continuous service.

Employees should inform their employer at least two weeks in advance before taking long service leave to ensure proper planning.

Long service leave must be approved by the employer, and the employer may require documentation to verify the duration of employment.

Additional long service leave may be granted after every additional 5 years of service, with a growing entitlement based on the length of continuous employment.

Long service leave is accrued over time, with eligibility typically starting after 10 years of continuous service with the employer.

Unused long service leave can typically be carried over into the next year, and there is no specific time frame for when it must be used.

If the employee leaves the company before using their long service leave, they are entitled to a payout of the unused portion based on their regular wage rate.

Unused long service leave is not paid out at year-end but is carried forward for use in future years.

No additional specific rules apply to long service leave, but the entitlement is based on continuous service with the same employer.