Syrian Arab Republic Leave Laws and Holidays

Employees are entitled to 3 days of bereavement leave upon the death of an immediate family member.

Employees should inform their employer about the bereavement as soon as possible to arrange for leave.

Bereavement leave generally only requires notification and does not need formal approval, though documentation such as a death certificate may be required.

Additional bereavement leave beyond the standard three days is not commonly granted, though exceptions may occur at the discretion of the employer.

Bereavement leave does not accrue and is granted as needed upon the death of an immediate family member.

There is no carry over for bereavement leave as it must be used at the time of the bereavement.

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

Unused bereavement leave does not get paid out at the end of the year.

Bereavement leave is typically only available for the death of immediate family members, which includes spouse, children, parents, and siblings.

Employees are entitled to sick leave up to 6 months, where the first 3 months are typically paid at full salary and the next 3 months at half salary, depending on the terms of employment.

Employees are required to notify their employer as soon as possible in the event of sickness, and a medical certificate is usually required to substantiate the leave request.

Sick leave needs to be approved by the employer and is subject to submission of a medical certificate or proof of illness.

Additional sick leave beyond the statutory quota is not standard and would depend on employer’s policies or specific employment contracts.

Sick leave does not typically accrue and is granted based on actual sickness and medical certification.

Sick leave does not carry over to the next year as it is based solely on instances of illness.

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

Sick leave is not paid out at the end of the year as it is only applicable in cases of actual sickness.

All sick leave must be supported by appropriate medical documentation, and the employer may require a medical examination by a company-approved doctor.

Pregnant employees are entitled to 120 days of maternity leave, which can be extended in case of complications or health issues related to pregnancy or childbirth.

The expected date of childbirth should be communicated as soon as possible, with a medical certificate provided to confirm the pregnancy and the due date.

Maternity leave does not require approval but must be notified in advance with appropriate medical documentation.

Additional maternity leave can be granted in cases of medical necessity related to childbirth, as certified by a healthcare provider.

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

Maternity leave cannot be carried over as it is specific to each pregnancy.

Since maternity leave is tied to the event of childbirth, it does not apply upon termination unless the termination occurs while the employee is pregnant or on maternity leave.

Maternity leave is not subject to end of year payout as it must be used specifically for childbirth-related absence.

Employees are guaranteed the right to return to their job or an equivalent position after the end of their maternity leave, under similar terms and conditions.

Employees are entitled to annual leave of 14 days for the first 5 years of service and 21 days thereafter. Government employees may receive additional days.

The timing of annual leave is usually agreed upon with the employer, taking into account the needs of the workplace. It should be scheduled well in advance.

Annual leave requires approval from the employer, with consideration for both the operational requirements of the employer and the preferences of the employee.

Additional leave days may be granted based on longer service or specific agreements within employment contracts or collective bargaining agreements.

Annual leave is accrued monthly but typically can only be taken after a year of service unless otherwise specified by the employer.

Carry over of unused annual leave is typically allowed, but may be limited to a certain period, such as one year, and is subject to employer’s policy.

Unused annual leave is paid out upon termination of employment.

Any unused annual leave is usually not paid out at the end of the year unless it exceeds the carryover limit or upon termination.

Additional rules regarding annual leave may vary depending on the employment contract or collective agreement and may include provisions for cashing out unused leave.

Muslim employees are entitled to a one-time leave for Hajj pilgrimage, lasting up to 14 days, which may not necessarily be paid.

Employees must apply for Hajj leave several months in advance to allow for employer planning. The exact notice period may vary by employer.

Hajj leave requires approval from the employer, and proof of pilgrimage plans must be submitted.

Since Hajj leave is a one-time entitlement, no additional quota is applicable.

Hajj leave does not accrue over time and is available only once during the tenure of the employee.

Hajj leave cannot be carried over as it is a one-time entitlement.

Hajj leave is not subject to payout upon termination as it is used specifically for a religious pilgrimage.

There is no end of year payout for unused Hajj leave as it is a singular entitlement.

Only practicing Muslim employees are eligible for Hajj leave, and they must not have performed Hajj before during their employment period.

Paternity leave typically lasts for 3 days, and the leave is granted to fathers who meet specific criteria such as being employed at the time of the birth.

The employee is expected to notify their employer at least 3 days in advance of taking paternity leave to ensure adequate staffing.

The leave is granted only with the employer's consent, and the employee must adhere to company-specific processes for requesting time off.

Paternity leave is a fixed quota and no additional time can be granted beyond the statutory period unless otherwise specified in the employment contract.

Since paternity leave is a short-term, one-time benefit granted following childbirth, it does not accumulate over time.

Paternity leave is to be used within a specific time frame and cannot be carried over to the next year or added to annual leave.

Since paternity leave is typically used immediately after the birth, it does not carry a payout upon termination of employment.

Paternity leave is not subject to a payout at the end of the year, as it is not an accrued leave type.

Paternity leave is generally governed by the labor laws of Syria and may be subject to changes or special provisions depending on the employer's policies.

Military leave duration depends on the length of the service required by the government or military. It could range from several weeks to several years.

The notice period for military leave is usually not applicable, as the leave is determined by government orders for conscription or military service.

Once an employee is conscripted or summoned for military service, the employer is legally obliged to grant the leave, and the employee does not need to seek approval.

Employees may request additional military leave if their service extends beyond the expected duration. This would depend on the employer’s discretion and the specific situation.

Military leave is not an accrued leave type. It is granted based on the requirement for service or conscription, and it does not accumulate over time.

Since military leave is based on external requirements such as conscription or service duration, it is not subject to carryover and must be taken during the applicable period.

Unused military leave does not result in a payout at the time of termination, as it is not accrued leave and is directly tied to government service requirements.

Military leave is not subject to end-of-year payout because it is a non-accrued leave based on service obligations and not a type of earned leave.

Military leave is governed by national laws and military regulations, which override company policies. Employers are required to comply with conscription and military service mandates.