Leave policies are important for both employers and employees. In this page we are going to explore the leave laws of Solomon Islands. This article explains Solomon Islands’s leave laws, including Sick Leave Public holidays Maternity Leave Annual 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 |
|---|---|---|---|---|---|
| Sick Leave | 21 days per year | Annually | No carryover | No payout | No |
| Public holidays | 11 public holidays | Not applicable | Not applicable | Not applicable | Not applicable |
| Maternity Leave | 12 weeks | Not applicable | Not applicable | Not applicable | Not applicable |
| Annual Leave | 14 days per year | Accrues monthly | Limited carryover | Paid out | No |
Employees are entitled to 21 days of paid sick leave per year.
Employees must inform their employer about their sickness as soon as possible and provide a medical certificate when absent for more than two consecutive days.
Sick leave does not require prior approval, but a medical certificate is required for absences longer than two days.
Additional sick leave may be granted in exceptional cases of prolonged illness, typically requiring a detailed medical assessment.
Sick leave entitlement is renewed annually at the start of each year and does not accrue monthly.
Unused sick leave does not carry over to the next year; it is reset annually.
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.
In certain cases, sick leave can also be used for caring for immediate family members, subject to providing a medical certificate.
Employees are entitled to 11 public holidays as recognized by the government each year.
Notice period is not applicable for public holidays as these are set by law.
Public holidays do not require approval as they are automatically granted to all employees.
Additional quota is not applicable for public holidays.
Accrual rules do not apply to public holidays; these days are fixed and mandated by law.
Carry over rules do not apply to public holidays as they are specific to certain dates.
Payout on termination does not apply to public holidays.
End of year payout does not apply to public holidays.
Employees required to work on a public holiday may be entitled to additional compensation or alternative leave days, depending on employment contracts and local labor laws.
Pregnant employees are entitled to 12 weeks of paid maternity leave, which can be taken around the time of childbirth.
The employer must be notified of the pregnancy and expected date of childbirth at least three months in advance.
While maternity leave is a right, the timing and duration should be communicated and coordinated with the employer well in advance.
Additional maternity leave beyond the 12 weeks is not generally available under Solomon Islands law.
Maternity leave does not accrue but is granted as a single continuous period around the time of childbirth.
Carryover of maternity leave to a different period is not applicable as it is event-based.
If employment is terminated for lawful reasons unrelated to pregnancy, maternity leave is not paid out.
Maternity leave is not subject to end of year payout as it is utilized during the time of childbirth.
Employers are prohibited from dismissing a female employee during her pregnancy and maternity leave except for reasons unrelated to pregnancy or childbirth.
Employees are entitled to 14 days of paid annual leave for each year of service.
Employees should give at least two weeks' notice prior to taking their annual leave, subject to employer's approval.
Annual leave requires approval from the employer, typically should be requested two weeks in advance.
Additional annual leave beyond the standard 14 days is not typically provided under Solomon Islands' employment laws but may be negotiated with the employer.
Annual leave accrues monthly but is only available for use after an employee has been employed for at least six months.
Carryover of unused annual leave is permitted but usually limited to a certain amount dictated by employer policies.
On termination of employment, any accrued but unused annual leave is paid out to the employee.
There is no automatic payout of unused annual leave at the end of the year; it must either be used or carried over as per employer policies.
Annual leave may be split into different periods with employer's consent, however, typically one period should be at least two weeks long.
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