Saint Vincent and the Grenadines Leave Laws and Holidays

Employees are entitled to 2 weeks of paid sick leave per year.

Employees are required to inform their employer about their sickness as soon as reasonably possible.

Sick leave does not typically require prior approval, but a medical certificate may be required for leave longer than 2 days.

Additional sick leave may be granted if supported by a medical certificate and depending on the employer's policies.

Sick leave entitlement is accrued annually.

Unused sick leave generally does not carry over to the next 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.

For sick leave extending beyond 2 consecutive days, a medical certificate is typically required to justify the absence.

Employees are entitled to 14 days of paid annual leave after completing one year of service with their employer.

Employees are generally required to give at least two weeks' notice when planning to take their annual leave, though this period may vary based on company policy.

Taking annual leave requires approval from the employer, typically based on business needs and staffing requirements.

Additional annual leave days may be granted based on specific employment agreements or collective bargaining agreements.

Annual leave typically accrues on a monthly basis, starting from the date of employment, and is calculated proportionally based on the length of service within the year.

Carry over of unused annual leave to the next year may be allowed, subject to limitations set forth by the employer's leave policy.

Unused annual leave is usually paid out upon termination of employment, calculated at the employee's current rate of pay.

Some employers may offer an end-of-year payout for unused annual leave, although this is dependent on company policy.

Other specific rules regarding annual leave may vary significantly between different employers and are often outlined in individual employment contracts or policies.

Eligible female employees are entitled to 13 weeks of maternity leave, which can start up to 6 weeks before the expected due date.

The employer must be notified at least 3 months before the commencement of maternity leave, along with a medical certificate stating the expected due date.

Maternity leave is a statutory right, though the specific timing and arrangements should be discussed with the employer.

Additional maternity leave beyond the statutory 13 weeks is not commonly available.

Maternity leave is not accrued but is granted as a one-time entitlement per pregnancy.

There is no carry over applicable for maternity leave as it is granted per pregnancy event.

Maternity leave does not have a payout upon termination as it must be used within the context of the pregnancy it is granted for.

There is no end of year payout for maternity leave as it is event-specific.

The law protects against dismissal due to pregnancy or while on maternity leave, ensuring job security during this period.

Eligible employees are entitled to 1 week of paternity leave.

The employer must be notified at least 3 months in advance of the expected birth, along with a declaration of paternity.

Paternity leave requires approval from the employer and is subject to the provision of appropriate documentation.

There is no provision for additional paternity leave quota beyond the statutory 1 week in the law.

Paternity leave does not accrue as it is a one-time entitlement per childbirth.

Carry over rules do not apply to paternity leave as it is event-based.

Paternity leave payout on termination is not applicable; if employment is terminated, the standard rules for termination apply.

There is no end of year payout for paternity leave as it must be taken in relation to the childbirth.

The law provides job protection during paternity leave, ensuring that the employee can return to the same or a similar job post-leave.

Public holidays in Saint Vincent and the Grenadines include several fixed dates throughout the year. Employees are entitled to these days off with pay.

Notice periods do not apply for public holidays as these dates are fixed and known in advance.

Employee absence on public holidays does not require approval as these are nationally recognized dates.

Additional quota for public holidays is not applicable as these holidays are fixed and mandated by law.

There are no accrual rules for public holidays as they occur on fixed calendar dates.

Carry over rules do not apply to public holidays as they cannot be moved or shifted to other days.

There is no payout for public holidays on termination since these do not accumulate or carry over.

Unused public holidays cannot be paid out at the end of the year as they are specific to their dates.

Employees required to work on public holidays are typically entitled to extra compensation, often at a premium rate as stipulated by employment regulations.

Employees are generally entitled to 3 to 5 days of paid leave upon the death of an immediate family member. The exact duration may vary depending on the employer's policy or employment agreement.

Employees are expected to inform their employer as soon as possible about the need for bereavement leave, providing necessary documentation if required.

Employers typically grant bereavement leave without issue, but employees may need to provide proof of the relationship with the deceased.

Employers may allow additional unpaid or paid leave based on the circumstances, such as travel needs or cultural mourning practices.

Bereavement leave is granted on an as-needed basis and does not accrue over time.

Bereavement leave cannot be carried over as it is provided only in the event of a death.

Bereavement leave is not a benefit that can be paid out upon termination.

Unused bereavement leave is not paid out at the end of the year since it is only available when needed.

Some employers may require employees to submit a death certificate, obituary, or other documentation to verify the need for leave.

Employees are entitled to leave for the full duration of their jury service, as mandated by the court.

Employees should inform their employer as soon as they receive a jury duty summons and provide a copy of the official notice.

Employers cannot deny jury duty leave, but employees must notify them and provide official documentation.

Jury duty leave is granted as needed for the duration of the court service and does not require additional allocation.

Jury duty leave is granted based on legal obligations and does not accrue like vacation or sick leave.

Jury duty leave cannot be carried over since it is provided only when an employee is summoned to court.

Jury duty leave is not a financial benefit and is not subject to payout upon termination.

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

Employees may need to provide a court-issued certificate of attendance to verify their jury duty participation.

Employees who are called to military service or training are entitled to leave for the duration of their duty, subject to national military regulations.

Employees should notify their employer immediately upon receiving military deployment or training orders.

Military leave is a legal entitlement, and employers cannot deny it, but employees must inform them in advance.

Employers may grant additional leave beyond the required quota based on internal policies or agreements.

Military leave is granted when necessary and does not accrue over time like vacation leave.

Military leave is only provided when required and does not carry over from one year to another.

Military leave is not a financial benefit and does not qualify for payout upon termination.

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

Employees returning from military leave are typically entitled to be reinstated to their previous position or an equivalent role, as per labor laws.