Peru Leave Laws and Holidays

Employees are entitled to 8 consecutive days of leave for their marriage.

Employees planning to take marriage leave should notify their employer in advance to arrange their absence, ideally as soon as the wedding date is set.

While marriage leave is a statutory right, the timing of the leave may require approval based on business needs.

Additional marriage leave beyond the standard eight days is not generally available.

Marriage leave does not accrue and is a one-time benefit provided at the time of an employee's marriage.

There is no carry over for marriage leave as it is intended to be used at the time of marriage.

Marriage leave cannot be paid out on termination as it is intended to be used specifically at the time of marriage.

Marriage leave does not have an end of year payout as it must be used at the time of marriage.

Marriage leave is specifically intended to allow employees to take time off for their wedding and is not available for other purposes.

Paternity leave is granted for a period of 10 consecutive days, immediately following the birth of a child.

Fathers are expected to notify their employer as soon as possible after the birth of the child to begin their leave period.

Paternity leave is a statutory right and does not require prior approval, but notification of the birth is necessary.

Additional paternity leave is not typically available under Peruvian law.

Paternity leave is not accrued but is granted at the time of childbirth.

There is no carry over for paternity leave as it is intended to be used immediately following the birth of a child.

Paternity leave cannot be paid out on termination as it is to be used specifically at the time of childbirth.

Paternity leave does not have an end of year payout as it must be used at the time of childbirth.

Paternity leave is intended to be used for the father to assist with the care of the newborn and the mother during the immediate postnatal period.

Sick leave is granted as needed and must be supported by a medical certificate after three consecutive days of illness.

Employees should inform their employer as soon as possible of their need to take sick leave, ideally on the first day of absence.

Sick leave generally requires a medical certificate, especially for absences longer than three days.

Additional sick leave can be granted based on medical necessity and in accordance with any applicable labor agreements or company policies.

Sick leave does not accrue and is granted based on actual health conditions as they arise.

Sick leave is not subject to carry over; it is based solely on each instance of illness.

Unused sick leave is not paid out on termination; it does not accumulate.

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

Employers may require follow-up documentation or check-ins for extended periods of sick leave to verify the ongoing medical condition.

Employees are entitled to 30 calendar days of paid annual leave after completing one year of service.

Employees should provide reasonable notice to their employer about their intention to take their annual leave, though specific timing can be subject to company policy.

Annual leave requires approval from the employer, typically arranged in advance to accommodate work schedules.

Additional leave beyond the standard quota is not generally prescribed by law but can be negotiated with the employer.

Annual leave rights accrue over a period of one year of service, starting from the day the employee begins work.

Carrying over of annual leave to the next year is generally limited and subject to employer's policies. Typically, only a portion of unused leave can be carried over.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is generally no automatic end-of-year payout for unused annual leave; it either lapses or is carried over depending on company policy.

There are no additional specific rules regarding annual leave beyond what has been described.

Pregnant employees are entitled to 98 days of maternity leave, which can be split before and after childbirth.

Employees are encouraged to notify their employers of their pregnancy as soon as it is medically confirmed to arrange for maternity leave.

While not requiring approval per se, maternity leave does require notification and medical proof of pregnancy.

Additional maternity leave may be granted in special circumstances, such as medical complications, based on specific medical advice.

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

Maternity leave cannot be carried over; it is tied specifically to the period around childbirth.

Maternity leave benefits are not subject to payout upon termination, as they must be used specifically around the time of childbirth.

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

During maternity leave, employees enjoy protection from dismissal except under exceptional circumstances unrelated to pregnancy or childbirth.

Employees are entitled to 4 days of bereavement leave upon the death of a close family member.

Employees should inform their employer as soon as possible in the event of the death of a close family member.

Bereavement leave is a statutory right and does not require approval, but appropriate notification and proof of the event are necessary.

Additional bereavement leave beyond the standard four days is not generally available under Peruvian law.

Bereavement leave does not accrue and is granted as needed upon the occurrence of a qualifying event.

There is no carry over for bereavement leave as it is granted based on specific events.

Bereavement leave is not subject to payout on termination as it is intended to be used at the time of the qualifying event.

There is no end of year payout for bereavement leave as it must be used at the time of the qualifying event.

Employers may require documentation such as a death certificate to verify the need for bereavement leave.

Employees are entitled to take jury duty leave when summoned by the court. The leave is typically paid, and the employee's absence is legally justified.

Employees must notify their employer of their jury duty summons as soon as they receive it, usually within a few days. The exact notice period depends on the timing of the court's summons.

Since jury duty is a legal obligation, employees do not need employer approval to take the leave. However, they must inform the employer promptly about the summons.

Jury duty leave is a statutory entitlement, and employees are granted time off based on the duration of their service. No additional leave is typically granted unless stated by the employer in specific circumstances.

Jury duty leave is not accrued over time. Instead, it is granted as needed, based on the employee being summoned for jury service.

Jury duty leave is granted when needed and cannot be carried over. It is a one-time, situational leave granted when the employee is summoned by the court.

Jury duty leave is not considered an accrued benefit, so there is no payout for unused jury duty leave when an employee terminates their employment.

As jury duty leave is based on specific court summons and not accrued over time, there is no provision for end-of-year payout for unused jury duty leave.

While jury duty leave is a statutory entitlement, some employers may have additional policies or agreements related to how jury duty is handled in the workplace, such as providing additional paid leave or making accommodations for employees during extended service.