Rwanda Leave Laws and Holidays

Public holidays in Rwanda vary annually and are generally observed as specified by the government.

Notice periods do not apply to public holidays as these are predetermined and publicly announced.

Public holidays are automatically observed, and no approval is required to take these days off.

Additional quota does not apply to public holidays as they are fixed by the government.

Accrual rules do not apply to public holidays as they do not accumulate or carry over.

Carry over rules do not apply to public holidays.

Public holidays are not subject to payout on termination as they are not part of the accrued leave.

There is no end of year payout associated with public holidays.

If required to work on a public holiday, employees are typically entitled to compensatory leave or additional pay, depending on the employer's policy.

Employees are entitled to 18 working days of paid annual leave per year, accruing at a rate of 1.5 days per month.

Employees must apply for annual leave at least 15 days prior to the intended start date, subject to approval by the employer.

Annual leave requires prior approval from the employer, typically assessed based on business needs.

Additional leave quota may be granted under special circumstances or agreements specified in the employment contract or collective agreements.

Leave is accrued monthly, starting from the date of hire, at a rate of 1.5 days per month.

Carry over of unused annual leave is allowed but typically must be used within the first quarter of the following year, unless otherwise agreed with the employer.

Unused annual leave is paid out upon termination of employment, calculated based on the employee's current salary rate.

There is generally no payout for unused annual leave at the end of the year unless it is terminated or otherwise specified in the employment contract.

Additional rules regarding annual leave may be specified in the employment contract or the company's internal policies.

Female employees are entitled to 12 weeks of maternity leave, with 6 weeks mandatory post-natal leave.

The employer should be notified of the pregnancy as soon as possible, and the expected leave dates should be communicated at least a month in advance.

Maternity leave is a statutory right and does not require employer approval, although notification and documentation might be required.

Additional maternity leave beyond the statutory quota is not commonly available, but may be subject to employer's discretion or health-related necessities.

Maternity leave does not accrue over time but is available as a one-time benefit per pregnancy.

Carry over does not apply to maternity leave as it is a one-time benefit that must be taken around the time of childbirth.

Maternity leave benefits are not subject to payout on termination, as they must be used within the childbirth period.

There is no end of year payout for maternity leave as it must be used specifically for childbirth-related absence.

Women on maternity leave are protected from termination of employment during the period of their leave, except under specific lawful exceptions.

Employees are entitled to up to 15 days of paid sick leave per year, based on a medical certificate.

Employees should inform their employer about their sickness immediately or as soon as possible, accompanied by a medical certificate.

Sick leave requires a medical certificate for validation and may require further approval from the employer based on company policy.

Additional sick leave may be granted on a case-by-case basis, dependent on the medical situation and company policy.

Sick leave rights are available from the first day of employment, but usage is contingent upon providing a medical certificate.

Unused sick leave does not carry over to the next year; it expires at the end of each calendar year.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year.

Sick leave requires submission of a medical certificate and may be subject to verification by an employer-appointed doctor.

Employees are entitled to up to 4 days of compassionate leave per event, such as a family death.

Notice should be given immediately or as soon as possible due to the nature of the events prompting compassionate leave.

While generally understood, compassionate leave typically requires formal notification and may require approval based on company policy.

Additional compassionate leave may be granted on a case-by-case basis, depending on the circumstances and employer's policies.

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

Carry over of compassionate leave is not applicable as it is granted per specific events.

Unused compassionate leave is not paid out at termination, as it is tied to specific events.

There is no end of year payout for compassionate leave.

Compassionate leave typically applies to events affecting immediate family members, though exact definitions may vary by employer.

Fathers are entitled to 4 working days of paternity leave at the time of the birth of their child.

Employers should be notified as soon as possible once the expected date of the birth is known.

Paternity leave is typically granted without requiring formal approval, though notification is necessary.

Additional paternity leave is not generally available beyond the statutory 4 days.

Paternity leave does not accrue over time but is available per instance of childbirth.

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

There is no payout for unused paternity leave upon termination, as it must be used at the time of childbirth.

Paternity leave does not accrue and thus has no end of year payout.

Paternity leave is to be used immediately following the birth of a child and cannot be delayed.

Study leave is typically granted for employees wishing to pursue further education. The leave is usually provided for the duration of the study program and must be pre-approved by the employer. The employer may set conditions on the length of the leave based on the employee’s role and the educational program.

Employees must inform their employer well in advance of their intention to take study leave. The notice period can vary, but generally, a minimum of one month is required. This allows the employer to plan for the employee's absence.

Study leave requires the approval of the employer. The employee must submit a formal request along with proof of enrollment in the educational program. The employer has the right to approve or deny the request based on operational needs.

Additional study leave may be granted depending on the nature of the educational program and the employee's role in the organization. However, this is subject to the employer’s discretion and must be clearly defined in the company’s policy.

Study leave is usually not accrued in the same way as annual leave or sick leave. Instead, it is granted for specific periods based on the duration of the study program. The employee must request the leave for each educational term or program.

Study leave is generally granted for specific periods related to the employee’s educational program and is not carried over to the next year. Once the leave is taken, it cannot be transferred or used in the following year unless approved by the employer.

If an employee has unused study leave at the time of termination, it is typically not paid out. The leave is non-compensable unless otherwise stated in the employment contract or company policy.

At the end of the year, unused study leave is not compensated. Since study leave is granted for specific educational programs, it is not part of the regular leave that may be eligible for year-end payout.

Employers may set additional conditions for study leave, such as requiring the employee to return to work for a certain period after completing the program or specifying the types of courses eligible for study leave. Employers may also limit the number of study leave days in a year based on the organization's needs.