Togo Leave Laws and Holidays

Employees are entitled to 24 working days of paid annual leave per year after one year of continuous service.

The notice period for taking annual leave varies and should be specified in the employment contract or company leave policy.

Annual leave requires prior approval from the employer, typically arranged in advance according to the needs of the organization.

Additional annual leave beyond the standard quota is not typically granted under Togolese labor law, except under special circumstances as agreed by the employer.

Annual leave accrues monthly following the completion of the first year of employment.

Carry over of unused annual leave is allowed but typically must be used within the first quarter of the following year; specifics depend on company policy.

Upon termination of employment, employees are entitled to a payout for accrued but unused annual leave.

There is no automatic end of year payout for unused annual leave; it must be carried over or forfeited depending on company policy.

Employees must complete one year of service before they start accruing annual leave.

Bereavement leave typically varies based on the employer's policy and the relationship of the employee to the deceased.

Employees should inform their employer of the need for bereavement leave as soon as feasible after the bereavement occurs.

Bereavement leave usually requires notifying and obtaining approval from the employer, though this is often a formality.

Additional days of bereavement leave may be granted based on specific circumstances and employer discretion.

Bereavement leave does not accrue and is granted as needed based on specific bereavement situations.

Bereavement leave is event-specific and does not carry over to subsequent years.

Bereavement leave is not subject to payout upon termination as it is intended for use specifically during periods of family loss.

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

Specific conditions for bereavement leave, including the length of leave and eligibility, can vary widely between different employers.

Sick leave is granted based on a valid medical certificate, with the duration depending on the specific health condition and doctor's advice.

Employees are required to notify their employer and provide a medical certificate as soon as possible after becoming aware of the need for sick leave.

Sick leave requires submission and approval of a medical certificate to validate the leave.

Additional sick leave quota can be granted based on ongoing medical advice and the submission of supporting medical documentation.

Sick leave does not accrue and is granted as needed, based on medical circumstances.

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

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 as it does not accrue.

Provision of a medical certificate is mandatory to apply for sick leave.

Pregnant employees are entitled to 14 weeks of maternity leave, typically split as 6 weeks before and 8 weeks after childbirth.

The employer must be notified at least 15 days prior to the expected delivery date, along with a medical certificate stating the expected due date.

Maternity leave does not require approval, but timely notification and proper documentation (e.g., medical certificate) are required to process leave.

Additional maternity leave may be granted in the case of childbirth complications or health issues related to pregnancy or childbirth, subject to medical certification.

Maternity leave is a statutory right and does not accrue like annual leave.

Carry over rules do not apply to maternity leave as it is event-based and must be used around the time of childbirth.

Maternity leave is not subject to payout on termination as it must be used in relation to the childbirth period.

There is no end of year payout for maternity leave because it is not a cumulative benefit.

During maternity leave, employees are protected from termination of employment, except in cases of gross misconduct unrelated to the pregnancy or childbirth.

Fathers are entitled to 2 weeks of paternity leave to be taken shortly after the birth of the child.

The employer should be notified as soon as possible, generally as soon as the employee is aware of the expected birth.

Paternity leave does not require formal approval, but employees must notify their employer and provide relevant details timely.

Additional paternity leave beyond the stipulated 2 weeks is not generally available under standard legal provisions.

Paternity leave is granted per childbirth event and does not accrue over time.

There are no carry over provisions for paternity leave as it must be used in relation to the childbirth event.

Paternity leave does not have a payout on termination as it is designed to be used specifically around the time of childbirth.

There is no end of year payout for paternity leave.

Paternity leave must be taken within a specified timeframe around the date of childbirth, typically within a few weeks of the birth.

Employees are entitled to take off on nationally recognized public holidays. The specific dates and number of holidays can vary annually and by specific government declarations.

Notice periods do not apply to public holidays as these are predetermined and known in advance.

Public holidays do not require approval as they are statutory non-working days for all employees.

Additional public holiday leave is not applicable as these days are set by national legislation.

Public holidays do not accrue; they are fixed dates within the calendar year.

Public holidays cannot be carried over as they are specific to particular dates each year.

There is no payout for public holidays upon termination as these do not accumulate.

Unused public holidays cannot be paid out at the end of the year as they are linked to specific calendar dates.

Employees and employers should stay informed of any changes to the list of public holidays through official government announcements.