Leave policies are important for both employers and employees. In this page we are going to explore the leave laws of Sao Tome and Principe. This article explains Sao Tome and Principe’s leave laws, including Annual Leave Paternity leave Sick Leave Bereavement Leave Sick Leave Maternity Leave Paternity Leave Compensation Leave Whether you are an employer making leave policies or an employee learning about your rights.
| LeaveType | Quota | Accrual Rules | Carry Over Rules | Payout on Termination | End of Year Payout |
|---|---|---|---|---|---|
| Annual Leave | 22 working days per year | Accrues monthly | Limited carry over | Paid out | No |
| Paternity leave | 5 days | Not applicable | Not applicable | Not applicable | Not applicable |
| Sick Leave | Up to 3 months | Not applicable | Not applicable | No payout | No |
| Bereavement Leave | Up to 5 days | Not applicable | Not applicable | No payout | No |
| Sick Leave | Employees are entitled to 30 days sick leave. | Sick leave is not accrued. | Sick leave does not carry over. | Unused sick leave is not paid out upon termination. | Unused sick leave is not paid out at the end of the year. |
| Maternity Leave | 70 days | Not applicable | Not applicable | Not applicable | Not applicable |
| Paternity Leave | Male employees are entitled to paternity leave. | Paternity leave is granted once per child. | Paternity leave cannot be carried over. | Unused paternity leave is not paid out upon termination. | Unused paternity leave is not paid out at the end of the year. |
| Compensation Leave | Employees may be granted compassionate leave. | Compassionate leave is granted on an as-needed basis. | Compassionate leave cannot be carried over. | Unused compassionate leave is not paid out. | Unused compassionate leave is not paid out at the end of the year. |
Employees are entitled to 22 working days of paid annual leave per year after one year of service with the same employer.
The notice period for taking annual leave is typically provided well in advance, though the exact period can vary based on company policy.
Annual leave requires the approval of the employer, typically arranged in advance to ensure adequate coverage during the employee's absence.
Additional quota beyond the standard annual leave is not typically provided under normal employment circumstances.
Annual leave accrues monthly, but is only available for use after the completion of one year of service.
Carry over of unused annual leave is permitted, but typically only a limited number of days can be carried over into the next year, as per company policy.
Unused annual leave is paid out upon termination of employment.
There is generally no end-of-year payout for unused annual leave; it must be used or carried over as per the rules.
Additional rules regarding annual leave may vary significantly depending on the employment contract and company policies.
Fathers are entitled to 5 days of paternity leave to be taken immediately after childbirth.
Notice of paternity leave should be given as soon as practicable, ideally as soon as childbirth is imminent.
While paternity leave is a statutory right, its timing might require employer's approval.
There are no standard provisions for additional paternity leave quotas.
Paternity leave does not accrue and is granted per childbirth event.
Carry over of paternity leave is not applicable as it is intended for use immediately after childbirth.
Paternity leave payout on termination is not applicable.
End of year payout for paternity leave is not applicable.
Paternity leave is intended for immediate use around the time of childbirth to support the spouse and newborn.
Employees are entitled to sick leave of up to 3 months, which may be paid depending on the length of service.
Notice for sick leave should be given immediately or as soon as possible after the employee becomes aware of the illness.
Sick leave does not require prior approval, but a medical certificate must be provided to justify the absence and the duration of the leave.
Additional sick leave quota may be granted if justified by medical evidence and depending on company policies regarding extended illness.
Sick leave does not accrue over time and is based solely on medical needs as they arise.
There is no carry over for sick leave as it is granted based on specific incidents of illness.
Unused sick leave is not paid out upon termination; it is intended solely for use during employment when the employee is ill.
There is no payout for unused sick leave at the end of the year.
A valid doctor's note is required to apply for sick leave, specifying the expected duration of absence necessary for recovery.
Employees are entitled to up to 5 days of bereavement leave in the event of the death of a close family member.
Employers must be notified immediately in the event of a death in the family, with leave starting as soon as possible.
Bereavement leave generally requires only notification, not formal approval, given the circumstances.
Additional bereavement leave is not commonly granted; the standard period is deemed sufficient for most situations.
Bereavement leave does not accrue and is granted as needed under the circumstances.
Bereavement leave cannot be carried over as it is intended to be used immediately following the bereavement.
There is no payout for unused bereavement leave upon termination of employment.
Unused bereavement leave is not paid out at the end of the year.
Bereavement leave is typically available for the death of immediate family members, with some flexibility depending on employer policies.
Employees are entitled to 30 days of sick leave per year. Sick leave can be extended with medical documentation if necessary.
Employees must inform their employer as soon as possible if they are unable to work due to illness, ideally within the first day of absence.
Sick leave must be approved by the employer. A medical certificate or doctor's note is required for sick leave exceeding three consecutive days.
If sick leave exceeds the 30-day entitlement, employees may receive additional sick leave, subject to medical justification and employer discretion.
Sick leave is not accrued over time. It is granted based on the employee's need due to illness, up to the maximum allowed of 30 days per year.
Sick leave is not carried over to the next year and must be used within the year it is granted.
There is no payout for unused sick leave when an employee terminates their employment.
Sick leave is not paid out at the end of the year or at the time of termination.
Sick leave can be extended beyond 30 days if medical documentation justifies it, and the employer may approve the extension based on the circumstances.
Pregnant employees are entitled to 70 days of maternity leave, which can be taken before and after childbirth.
Notice of maternity leave should be provided as soon as the pregnancy is medically confirmed.
Maternity leave does not require prior approval from the employer, as it is a statutory right.
There are no provisions for additional maternity leave quota beyond the stipulated 70 days.
Maternity leave does not accrue and is granted as a one-time benefit per pregnancy.
Carry over of maternity leave is not applicable as it must be used within the childbirth period.
Maternity leave payout on termination is not applicable as it should be used in relation to childbirth timing.
End of year payout for maternity leave is not applicable.
During maternity leave, employees are protected from termination of employment, except under exceptional circumstances.
Male employees are entitled to 5 days of paternity leave following the birth of their child.
Employees must inform their employer of their intent to take paternity leave as soon as possible, ideally before the birth of the child.
Paternity leave must be approved by the employer, but it is typically granted for fathers upon the birth of their child.
There is no provision for additional paternity leave beyond the standard 5 days. Any extended leave would require approval from the employer.
Paternity leave is granted once per birth event and is not accrued over time.
Paternity leave must be taken immediately following the birth of the child and cannot be carried over to another period.
Unused paternity leave is not paid out when an employee leaves the company.
Paternity leave is not paid out at the end of the year or at termination.
There are no special rules for paternity leave beyond the statutory 5 days provided.
Employees may be granted up to 5 days of compassionate leave in cases of family emergencies such as the death of a close family member.
Employees should inform their employer as soon as possible in case of a family emergency to be granted compassionate leave.
Compassionate leave must be approved by the employer, although it is usually granted in emergency situations.
Additional compassionate leave may be granted at the employer's discretion, depending on the circumstances surrounding the emergency.
Compassionate leave is not accrued over time and is granted based on the specific needs of the employee.
Compassionate leave cannot be carried over to the next year and must be used when the emergency arises.
There is no payout for unused compassionate leave if the employee terminates their employment.
Unused compassionate leave is not paid out at the end of the year or when the employee leaves the company.
There are no specific additional rules for compassionate leave beyond the general entitlement and approval process.
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