Puerto Rico Leave Laws and Holidays

Employees are entitled to up to 15 days of paid annual leave after having completed one year of service.

The notice period for annual leave can vary by employer but typically requires advance notice to ensure proper scheduling and coverage.

Requests for annual leave must be approved by the employer, usually based on business needs and staffing requirements.

Additional annual leave beyond the standard quota is not commonly granted, though exceptions may occur at the discretion of the employer.

Annual leave begins to accrue after the completion of one year of service, typically on a monthly basis.

Unused annual leave can usually be carried over to the next year, but limits may apply as per company policy.

Unused annual leave is generally paid out upon termination of employment, depending on the terms of the employment contract and local labor laws.

End of year payout for unused annual leave is not commonly practiced, unless stipulated by the employment contract or company policy.

Specific rules regarding annual leave can vary significantly between different employers and are subject to company policies.

Employees are entitled to accrue 1.25 days of vacation for each month of service, equivalent to 15 days per year.

The required notice period for vacation leave can vary by employer, but generally, employees should provide notice as early as possible, ideally several weeks in advance.

Vacation leave requires approval from the employer, and schedules may be subject to business needs and other employee leave requests.

Additional vacation leave beyond the standard accrual is not commonly provided under statutory rules but may be granted by the employer.

Vacation leave starts accruing from the first day of employment at a rate of 1.25 days per month.

Carried over vacation leave generally should not exceed the amount accrued in one year unless the employer's policy allows for a greater carryover.

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

There is no statutory requirement for the automatic payout of unused vacation leave at the end of the year unless the employment contract or employer policy specifies otherwise.

Employers may implement a 'use it or lose it' policy where employees must use their vacation leave within a specific period or forfeit it, subject to certain limitations.

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

Employees are required to notify their employer at least three weeks in advance of their expected due date and their intention to take maternity leave.

While maternity leave is a statutory right, the timing and duration of leave should be communicated and coordinated with the employer.

Additional maternity leave may be granted if medically recommended, and under certain conditions, it may extend beyond the standard 8 weeks.

Maternity leave does not accrue over time but is granted per pregnancy as specified under the law.

Carry over rules do not apply to maternity leave as it is event-specific and does not accrue annually.

Maternity leave does not have a payout upon termination as it must be used in relation to the childbirth period.

There is no end of year payout for maternity leave as it does not accrue and is not unused in a traditional sense.

Employers are required to protect the jobs of employees who are on maternity leave and to provide the same or a comparable position upon their return.

Employees are entitled to up to 5 days of bereavement leave following the death of a close family member.

Employers should be notified as soon as reasonably possible after the occurrence of the bereavement.

Bereavement leave is typically granted without formal approval, though notification and some form of verification may be required.

Additional bereavement leave is generally not available beyond the standard entitlement, unless specified by employer policies.

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

There are no carry over provisions for bereavement leave as it is event-specific and intended for immediate use following the death of a family member.

Bereavement leave is not subject to payout upon termination as it is intended for use at the time of the bereavement event.

Unused bereavement leave does not qualify for end of year payout as it does not accrue.

Bereavement leave is usually available for the death of immediate family members, which typically includes spouses, children, parents, and siblings, but may extend to other relations depending on company policy.

Employees accrue one day of sick leave for each month worked, up to a maximum of 12 days per year.

Employees should notify their employer about the sick leave immediately or as soon as possible after they are aware that they will be absent due to sickness.

Sick leave does not typically require prior approval, but employers may require a doctor's note or other medical documentation if the absence is for more than two consecutive days.

There is no statutory provision for additional sick leave beyond the 12 days, but employers may offer more at their discretion.

Employees accrue one sick leave day per month of service from the first day of employment.

Unused sick leave can be carried over to the next year, but the total accumulation must not exceed twice the annual accrual unless otherwise specified by the employer.

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

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

The mandatory provision of sick leave generally applies to employers with more than 15 employees.

Employees are entitled to leave for the period of military service as required by the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Employees must provide advance notice to their employers as soon as they are aware of their military deployment or obligations.

Military leave is a statutory right and does not require employer approval, but employees must comply with notice requirements to ensure protection under USERRA.

Additional military leave is granted as required by military orders, with no limit as it is mandated by federal law.

Military leave is not accrued but is granted as needed based on the duration of military service obligations.

Carryover of military leave is not applicable as each instance is based on specific military orders and service requirements.

There is no payout for unused military leave upon termination as it is tied directly to military service periods.

Military leave does not involve end-of-year payouts as it must be used in accordance with military service requirements.

Upon return from military leave, employees have rights to reemployment under USERRA, which includes restoration of their job position or a similar one, maintaining seniority and benefits.

New fathers are entitled to up to 8 weeks of paternity leave to be used within the first year after a child's birth.

Fathers are expected to provide notice of their intention to take paternity leave, ideally as soon as possible after the child's birth date is known or adoption is confirmed.

Taking paternity leave requires coordination with the employer to ensure proper staffing and may require approval based on company policies.

Additional paternity leave beyond the statutory quota is not typically available, though some employers may offer more generous terms.

Paternity leave does not accrue over time but is a fixed entitlement per child birth or adoption.

Paternity leave must be used within the first year of the child’s birth or adoption and cannot be carried over beyond this period.

Paternity leave is not paid out upon termination as it is intended for use specifically in relation to child care responsibilities associated with birth or adoption.

There is no end of year payout for unused paternity leave as it must be used within the designated period.

Depending on the employer, some flexibility in scheduling paternity leave may be available to accommodate the needs of the family and workplace.

Employees are allowed sufficient time off to vote in a public election, which typically means a few hours at the beginning or end of the working day, depending on the hours of polling.

Employees should notify their employer of their need to take voter leave, ideally several days before the election, if possible.

While formal approval is not typically required for voter leave, employees are expected to communicate with their employer about their voting plans to arrange their absence.

Voter leave is event-specific and does not have an additional quota. Time is granted as needed to complete voting.

Voter leave does not accrue and is only applicable on election days.

There are no carry over rules for voter leave as it is intended for use specifically on election days.

Voter leave is not compensated upon termination as it must be used specifically for voting purposes and does not accrue.

There is no payout at the end of the year for unused voter leave as it does not accrue.

Employers may require proof of voting, such as a voting receipt, to justify the absence for voting purposes.