Seychelles Leave Laws and Holidays

Special leave includes various types of leave such as bereavement leave, study leave, or leave for public duties. The quota varies based on the type of leave and specific circumstances.

The required notice period for special leave can vary widely depending on the type of leave and employer policies.

Special leave generally requires employer approval, and the specifics depend on the type of leave requested and the reasons for it.

Additional quota for special leave is possible, depending on the employer's policies and the circumstances surrounding the leave request.

Accrual rules do not typically apply to special leave as it is granted based on specific events or needs rather than accruing over time.

Carry over rules generally do not apply to special leave as it is not accrued annually but granted for specific events.

There is generally no payout for unused special leave upon termination as this type of leave is event-specific.

There is no end of year payout for special leave as it does not accrue annually.

Special leave is granted based on specific events or needs, such as bereavement, educational purposes, or civic duties, and is subject to employer's discretion and applicable laws.

Employees are entitled to 21 days of paid sick leave per year after the completion of six months of service with the same employer.

Employees should inform their employer about their illness as soon as possible, ideally on the first day of absence.

Sick leave beyond two consecutive days requires a medical certificate to be submitted to the employer for validation.

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

Sick leave entitlement accrues annually and is available after six months of employment.

Unused sick leave does not carry over to the next year; it must be used within the year it is accrued.

Unused sick leave is not paid out on termination.

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

Employers may require a medical certificate for any sick leave taken, and frequent absences may lead to a requirement for a more detailed medical evaluation.

Employees are entitled to 21 working days of paid annual leave after one year of continuous service.

Employees must usually coordinate with their employer and provide advance notice to schedule their annual leave, though exact notice periods can vary by employer.

Annual leave requires approval from the employer, and the timing of leave may be subject to business needs.

There are no standard provisions for additional annual leave beyond the statutory quota unless agreed upon by the employer.

Annual leave accrues monthly but is only available after completion of one year of service.

Carry over of unused annual leave is typically permitted, but limits may be set by the employer. Any carry over must usually be used within the first quarter of the following year.

Unused annual leave is paid out upon termination of employment.

There is no automatic end of year payout for unused annual leave; it must be carried over or will be forfeited if not permitted by the employer.

Additional rules regarding annual leave may be specified in employment contracts or collective agreements.

Eligible male employees are entitled to 5 days of paid paternity leave, available at the time of their child's birth.

The employer should be notified of the pregnancy as soon as practical and of the intention to take paternity leave.

While paternity leave is a statutory right, the specific timing needs to be communicated and approved by the employer.

Additional paternity leave is not typically available, though some employers may offer additional leave at their discretion.

Paternity leave does not accrue and is available per event (childbirth).

Carry over does not apply to paternity leave as it must be taken at the time of childbirth.

Paternity leave payout upon termination does not apply, as the leave must be taken in connection with the childbirth event.

End of year payout does not apply to paternity leave.

Paternity leave is intended to be used for the birth of the employee's own child, applying only to immediate family.

Pregnant employees are entitled to 14 weeks of paid maternity leave, which can be extended under certain medical conditions.

The employer should be notified of the pregnancy at least 10 weeks before the expected due date, along with a medical certificate stating the due date.

Maternity leave is a right under the law. However, proper notification and medical documentation must be provided to the employer.

Additional maternity leave may be granted based on medical advice or complications related to pregnancy or childbirth.

Maternity leave does not accrue but is available as a statutory right for each pregnancy.

There is no carry over aspect applicable to maternity leave.

Since maternity leave must be taken around the time of childbirth, it does not apply upon termination unless termination occurs during pregnancy.

Maternity leave does not have an end of year payout as it must be used specifically around the period of childbirth.

It is unlawful to terminate an employee for reasons connected with pregnancy or childbirth. Employees on maternity leave also have the right to return to the same or a similar job position.

Compassionate leave allows employees to take leave in cases of urgent family matters, such as the death or illness of a close relative. The duration may vary depending on the employer's policy, but generally, it is a few days.

Employees are generally required to inform their employer as soon as possible about the need to take compassionate leave, although a specific notice period is not always legally mandated.

Compassionate leave must be approved by the employer. However, due to its urgent nature, the employer may allow for flexible approval processes, especially for emergency situations.

Additional compassionate leave beyond the standard allocation is not typically granted, unless specifically agreed upon by the employer based on individual circumstances.

Compassionate leave does not generally accrue as part of regular leave entitlements. It is typically granted on a case-by-case basis depending on the situation.

Compassionate leave is granted for specific events and does not accumulate or carry over from one year to the next.

Since compassionate leave is granted for specific emergencies, it is not paid out upon termination of employment, as it is not considered a regular leave type.

Compassionate leave is not accrued or paid out at the end of the year, as it is not part of the regular leave benefits.

Employers may offer additional compassionate leave in exceptional circumstances, such as critical illness or a family member's death. The employer’s discretion plays a significant role in this type of leave.

Family leave is granted to employees who need time off to care for sick or injured family members. The entitlement to family leave may vary but is generally limited to a set number of days per year.

Employees are generally required to inform their employer in advance about the need for family leave, though emergencies may warrant shorter notice.

Family leave must be approved by the employer, though it is generally granted for valid family care reasons.

Additional family leave beyond the statutory entitlement is not generally provided, unless specified by the employer.

Family leave is generally provided as a specific entitlement per year and does not accrue over time like annual leave.

Family leave cannot be carried over from year to year and must be used within the given timeframe.

Family leave is not paid out upon termination of employment, as it is a leave granted for specific family care purposes.

Family leave is not subject to payout at the end of the year or when the employee leaves the company.

Employers may offer additional family leave depending on the situation, such as extended time for long-term caregiving responsibilities.

Study leave is granted to employees who wish to take time off for educational purposes, such as exams, coursework, or attending classes. The leave period varies and may depend on the employer’s policy or agreement.

Employees must provide reasonable notice to their employer before taking study leave, especially if it is for a long period or recurring dates.

Study leave must be approved by the employer. The employer may request proof of enrollment or examination schedules before granting the leave.

In certain cases, employers may grant additional study leave beyond the regular entitlement, especially if it aligns with the employee’s professional development.

Study leave is generally granted as needed and does not accumulate over time like annual leave.

Study leave is granted for specific educational purposes and cannot be carried over from one year to the next.

Unused study leave is not paid out upon termination as it is granted for specific educational purposes and not accumulated like annual leave.

Study leave is not paid out at the end of the year or when the employee leaves the company.

In certain cases, employers may offer flexible study leave options, such as part-time leave or leaves of absence for employees pursuing advanced studies.