Paraguay Leave Laws and Holidays

Fathers are entitled to 2 weeks of paternity leave in Paraguay, which can be taken immediately following the birth of the child.

Fathers should inform their employer about their intention to take paternity leave immediately after the birth of their child to arrange for the leave period.

Paternity leave is a statutory right and does not require formal approval from the employer, though notification of the leave is necessary to manage work during the father's absence.

The statutory quota for paternity leave is fixed at 2 weeks, and there are no legal provisions for additional paternity leave.

Paternity leave is granted per childbirth and does not accrue over time.

Carry over of paternity leave is not applicable as the leave is intended to be used immediately following the birth of a child.

There is no payout for unused paternity leave upon termination, as this leave is intended for use at the time of childbirth.

Unused paternity leave is not paid at the end of the year, as it must be used immediately following the birth of the child.

Paternity leave must be taken immediately following the birth of the child to ensure the father can support the mother and be involved in the early care of the newborn.

Employees are entitled to up to 18 days of sick leave per year, provided they have a medical certificate.

Employees must inform their employer about their sickness immediately or as soon as reasonably possible.

Sick leave generally requires a medical certificate as proof of illness to be approved by the employer.

Additional sick leave may be granted in cases of serious or prolonged illness, often requiring additional medical documentation.

Sick leave does not accrue and is granted based on actual illness and medical certification.

Sick leave does not carry over to the next year; it is based on each calendar year's entitlement.

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 approval generally depends on the submission of proper medical documentation to the employer.

Employees are entitled to 3 days of bereavement leave in the event of the death of a close family member.

Employees must inform their employer about the bereavement as soon as possible to make arrangements for the leave.

Bereavement leave does not require formal approval but the employer must be notified immediately to arrange the necessary leave.

Additional bereavement leave is not generally available under statutory law. Any additional days would need to be agreed upon with the employer.

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

There is no carry over for bereavement leave as it is intended to be used immediately following the event of a death in the family.

There is no payout for unused bereavement leave upon termination as it is intended for use at the time of the bereavement.

Unused bereavement leave is not paid out at the end of the year as it does not accrue.

Bereavement leave is typically granted for the death of immediate family members, including spouse, children, parents, and siblings.

Employees are entitled to a minimum of 12 working days of paid annual leave after one year of service.

The notice period for taking annual leave can vary, but employees typically need to notify their employers at least 15 days in advance.

Taking annual leave requires the approval of the employer, who may deny leave based on operational requirements.

Employees may be entitled to additional days of leave depending on their length of service and specific company policies.

Annual leave rights accrue after one year of continuous service with the employer.

Carrying over of annual leave to the next year is generally permitted, but usually must be used within the first quarter of the following year.

Upon termination, employees are paid for any unused annual leave.

There is generally no end-of-year payout for unused annual leave; it is either carried over or lost if not used within the permitted period.

Additional rules regarding annual leave may vary significantly between different employers and are often outlined in employment contracts or collective bargaining agreements.

Pregnant employees are entitled to 18 weeks of maternity leave, which can be distributed as prenatal and postnatal leave. The typical distribution is 6 weeks before and 12 weeks after childbirth.

Employees are expected to notify their employer of their pregnancy as soon as it is reasonably possible, typically at least three months in advance, to facilitate planning for the employee's absence.

Maternity leave is a statutory right and does not require employer approval, though timely notification is required to accommodate the leave.

Additional maternity leave may be granted in cases of pregnancy complications or health issues affecting the mother or child, as advised by a medical professional.

Maternity leave does not accrue over time but is available per pregnancy as a statutory right.

Carry over rules do not apply to maternity leave as it is tied to a specific pregnancy event and must be used within the designated period around childbirth.

Maternity leave does not have a payout on termination, as it must be used around the time of childbirth.

There is no end of year payout for maternity leave as it is event-specific and cannot be deferred beyond the postnatal period.

During maternity leave, the employee's job is protected, and she cannot be dismissed due to pregnancy or childbirth. The employer is required to reintegrate the employee into the same or an equivalent position upon her return.

Employees who are called to active military service are entitled to military leave. The duration of this leave depends on the length of the military service, as prescribed by law.

Employees must notify their employer as soon as they are called for military service, providing documentation as proof of enlistment or service.

Employers must approve military leave, and employees are required to provide valid documentation of their military service obligation.

In case of additional military service, employees may request further leave, which could be granted at the discretion of the employer or based on government policy.

Military leave is granted when needed, and it is not accumulated or accrued over time. It is specifically granted for the duration of the service.

Military leave must be used during the period of active service. It cannot be carried over to the following year or to another time.

Unused military leave is not paid out upon termination of employment, as it is typically granted based on service requirements and not an earned benefit.

There is no provision for paying out unused military leave at the end of the year, as it is granted based on specific service requirements.

Military leave is a legal right for employees who are called to active service, and employers are required by law to grant this leave when necessary, without penalizing the employee.

Employees who are called to active military service are entitled to military leave. The duration of this leave depends on the length of the military service, as prescribed by law.

Employees must notify their employer as soon as they are called for military service, providing documentation as proof of enlistment or service.

Employers must approve military leave, and employees are required to provide valid documentation of their military service obligation.

In case of additional military service, employees may request further leave, which could be granted at the discretion of the employer or based on government policy.

Military leave is granted when needed, and it is not accumulated or accrued over time. It is specifically granted for the duration of the service.

Military leave must be used during the period of active service. It cannot be carried over to the following year or to another time.

Unused military leave is not paid out upon termination of employment, as it is typically granted based on service requirements and not an earned benefit.

There is no provision for paying out unused military leave at the end of the year, as it is granted based on specific service requirements.

Military leave is a legal right for employees who are called to active service, and employers are required by law to grant this leave when necessary, without penalizing the employee.