Tanzania, United Republic of Leave Laws and Holidays

Male employees are entitled to 3 days of paternity leave at the time of their child's birth.

Employees should inform their employer as soon as possible after the birth to take paternity leave.

Paternity leave requires notifying the employer and is subject to their acknowledgment, though it is a statutory right.

The paternity leave quota is fixed and there are no provisions for additional paternity leave under standard legal frameworks.

Paternity leave does not accrue over time; it is a fixed short-term leave granted at the time of childbirth.

Paternity leave cannot be carried over; it must be taken shortly after the childbirth.

Paternity leave is not eligible for payout on termination as it is intended for use specifically at the time of childbirth.

There is no provision for end of year payout for paternity leave as it does not accrue.

Paternity leave is specifically intended to be used immediately following the birth of a child to support the partner and new child.

Female employees are entitled to 84 days of maternity leave, which can be taken around the time of childbirth.

Employees must notify their employer of their pregnancy at least three months in advance to arrange for maternity leave.

While not requiring approval per se, employees must notify and coordinate with their employer regarding the intended start date of maternity leave.

Additional leave may be granted in the event of complications or health issues related to pregnancy or childbirth as certified by a medical doctor.

Maternity leave eligibility is not based on accrual but on the medical need and statutory entitlement.

Carry over rules do not apply to maternity leave as it is a one-time entitlement per pregnancy.

Maternity leave is not subject to payout on termination as it must be used within the context of childbirth.

There is no end of year payout for maternity leave as it does not accrue and is used specifically for childbirth related absence.

Female employees on maternity leave are protected from termination due to their absence, except in cases of gross misconduct.

Employees are entitled to sick leave of up to 126 days per year. The first 63 days are paid at full salary, and the next 63 days are paid at half salary.

Employees are required to inform their employer about their sickness as soon as possible and provide a medical certificate.

Sick leave generally requires submission of a medical certificate to be approved by the employer.

The law does not provide for additional sick leave beyond the specified days; however, further arrangements can be made with the employer.

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

Sick leave is granted per incidence and cannot be carried over to the next year.

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

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

Use of sick leave generally requires the submission of a medical certificate from a qualified health professional.

Compassionate leave duration varies by employer but generally includes a few days for immediate family bereavements or emergencies.

Employees should inform their employer about the need for compassionate leave as soon as reasonably possible.

Compassionate leave typically requires employer approval, particularly relating to the duration and timing of the leave.

Any additional compassionate leave is granted at the discretion of the employer, often based on the circumstances.

Compassionate leave does not accrue and is given based on specific instances of need.

There is no carry over for compassionate leave as it is event-specific.

Unused compassionate leave is not paid out upon termination as it is intended for use during specific events only.

There is no end-of-year payout for compassionate leave.

Compassionate leave is primarily intended for serious events affecting immediate family members, such as death or critical illness.

Employees are entitled to 28 days of paid annual leave per year after a year of continuous service.

Employees must apply for annual leave at least 14 days in advance, or as mutually agreed with the employer.

Annual leave requires approval from the employer, typically based on business needs and staffing requirements.

Annual leave quota is fixed, and additional leave beyond the standard quota generally requires special approval or circumstances.

Annual leave accrues monthly but is only available for use after the completion of 12 months of service.

Employees can carry over unused annual leave to the next year, but it typically must be used within the first quarter of the next year.

Unused annual leave is paid out upon termination of employment.

There is generally no end of year payout for unused annual leave unless otherwise stipulated in the employment contract.

Additional rules on annual leave may be specified in the employment contract or collective bargaining agreements.