Sri Lanka Leave Laws and Holidays

Employees are entitled to up to 21 days of medical leave per year if they can provide a medical certificate issued by a qualified doctor.

Employees should inform their employer about the need for medical leave as soon as possible and provide a medical certificate as evidence.

Medical leave requires approval from the employer, subject to submission of a valid medical certificate.

Additional medical leave may be granted if supported by medical documentation and at the discretion of the employer.

Medical leave is not accrued but is granted based on actual medical needs, as evidenced by a medical certificate.

Unused medical leave cannot be carried over to the next year.

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

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

Medical leave must be supported by a medical certificate from a qualified doctor to be considered valid.

Employees are entitled to 14 days of paid sick leave per year, which may require a medical certificate after a certain number of consecutive days.

Employees are required to inform their employer about their sickness as soon as possible, preferably on the first day of absence.

Sick leave generally does not require prior approval, but a medical certificate may be required for verification, especially for extended periods of illness.

Additional sick leave may be granted on a case-by-case basis, particularly in instances of serious or chronic illness, subject to employer discretion and medical evidence.

Sick leave entitlement is typically granted in full at the start of each year or employment period, rather than accruing monthly.

Unused sick leave generally does not carry over to the next year; it is reset at the beginning of each annual cycle.

Unused sick leave is not paid out upon termination of employment; it is considered a use-it-or-lose-it benefit.

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

For sick leave extending beyond two consecutive days, a medical certificate is typically required to substantiate the leave.

Fathers are entitled to 3 days of paternity leave, which can be taken around the time of childbirth.

Fathers are expected to provide advance notice as soon as reasonably possible after becoming aware of the expected date of delivery.

While paternity leave is a right, the exact timing may need to be approved to ensure proper staffing and coverage within the company.

Additional paternity leave beyond the statutory 3 days is not common and would require special consideration from the employer.

Paternity leave does not accrue and is provided per event of childbirth.

Carry over of paternity leave is not applicable as it is intended for use specifically around the time of childbirth.

Paternity leave is not subject to payout at termination as it must be used specifically at the time of childbirth.

There is no end of year payout for unused paternity leave as it is intended for a specific event.

Paternity leave is granted specifically for the purpose of enabling the father to be involved around the time of childbirth.

Employees are entitled to 7 days of casual leave per year, which can generally be used for personal matters.

Employees should inform their employer as soon as possible when taking casual leave, ideally prior to the start of the leave.

Casual leave requires approval from the employer, typically on short notice.

Additional casual leave beyond the statutory quota is not common and would be at the employer's discretion.

Casual leave is not accrued over time but is instead granted in full at the start of each calendar year.

Unused casual leave cannot be carried over to the next year; it expires at the end of each year.

Unused casual leave is not paid out upon termination of employment.

There is no payout for unused casual leave at the end of the year.

Casual leave can typically be used immediately upon commencement of employment, without the need for a waiting period.

Pregnant employees are entitled to 12 weeks of maternity leave, where 2 weeks should be before the expected date of delivery and 10 weeks post-delivery.

Employees must provide a medical certificate confirming the pregnancy and expected date of delivery to apply for maternity leave. Notice should ideally be given as soon as the pregnancy is confirmed.

While the entitlement is a legal right, the exact timing and longer periods of leave may require employer approval and proper documentation.

Additional maternity leave beyond the statutory 12 weeks is not standard and generally requires special consideration and approval from the employer.

Maternity leave does not accrue over time but is granted per pregnancy as per statutory requirements.

Carry over of maternity leave to another period is not applicable.

Since maternity leave is utilized around the period of childbirth, it does not apply in the case of termination unless the termination happens during the pregnancy or maternity leave period.

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

During maternity leave, the employee's job position is protected by law, and they must be reinstated in the same or a similar role post-leave.

Employees who work full-time are entitled to a minimum of 14 days of annual leave per year after the completion of one year of service.

Employees are expected to request annual leave in advance, though the exact notice period can be determined by the employer or as per the company policy.

Annual leave requires the approval of the employer, and requests may be subject to scheduling needs.

Additional annual leave beyond the statutory quota is generally at the discretion of the employer and is not mandated by law.

Annual leave is accrued on a monthly basis, with employees typically accruing 1.17 days of leave per month of service.

The ability to carry over unused annual leave to the next year can vary depending on the employer's policies. Some may allow carryover, others may not.

Upon termination of employment, any accrued but unused annual leave must be paid out to the employee.

There is no statutory requirement for the payout of unused annual leave at the end of the year, unless stipulated by the employer.

In the first year of employment, annual leave accrual is prorated based on the employee's start date.