Leave policies are important for both employers and employees. In this page we are going to explore the leave laws of Trinidad and Tobago. This article explains Trinidad and Tobago’s leave laws, including Maternity Leave Jury leave Sick Leave Annual Leave Paternity leave Compassionate 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 |
|---|---|---|---|---|---|
| Maternity Leave | 14 weeks | Not applicable | Not applicable | Not applicable | Not applicable |
| Jury leave | Duration of duty | Not applicable | Not applicable | Not applicable | Not applicable |
| Sick Leave | Up to 14 days | Annual basis | No carry over | No payout | No |
| Annual Leave | Minimum of 14 days | Accrued annually | Limited carry over | Paid out | Typically not |
| Paternity leave | 1 week | Not applicable | Not applicable | Not applicable | Not applicable |
| Compassionate leave | Varies | Not applicable | Not applicable | Not applicable | Not applicable |
Eligible employees are entitled to 14 weeks of paid maternity leave.
The employer should be notified of the pregnancy at least 6 weeks before the expected due date, along with the intended start date of the maternity leave.
Maternity leave is a statutory right, so formal approval is not required beyond notifying the employer as per the legal requirements.
Additional maternity leave beyond the statutory 14 weeks is not commonly granted, unless stipulated by employer policies or collective agreements.
Maternity leave does not accrue but is available as a one-time entitlement per pregnancy.
Carry over of maternity leave is not applicable as it is granted per instance of pregnancy.
Since maternity leave is taken as needed per pregnancy, there are no payout rules on termination concerning this leave type.
Maternity leave does not have an end of year payout as it does not accrue annually but is specific to each pregnancy.
Employment is protected during maternity leave, meaning the employee is entitled to return to the same or a similar position after the leave ends.
Jury leave is granted for the duration of the jury duty, as required by the court.
Employees must notify their employer as soon as they receive a jury summons.
Jury leave does not require employer approval as it is a legal obligation.
Additional quota for jury leave is not applicable as the leave is dictated by the length of the court service.
Jury leave does not accrue over time and is granted as needed.
There is no carry over for jury leave.
Jury leave is not subject to payout upon termination as it must be taken during the period of jury duty.
There is no end of year payout for jury leave.
Employees are protected under law to take time off for jury duty without penalty to their employment status.
Employees are entitled to up to 14 days of paid sick leave per year after completing one year of service.
Employees should inform their employer about their sickness as soon as possible, typically within the first day of absence.
Sick leave does not generally require prior approval, but notification and medical proof such as a doctor's certificate may be necessary.
Additional sick leave may be granted if supported by a medical certificate and depending on company policy.
Sick leave entitlement is typically accrued on an annual basis, starting from the date of employment.
Sick leave generally does not carry over to the next year; it is use-it-or-lose-it within the year it is accrued.
Unused sick leave is not paid out upon termination of employment.
There is no payout for unused sick leave at the end of the year.
A doctor's note is typically required to validate the sick leave if it extends beyond two consecutive days.
Employees are entitled to a minimum of 14 days of annual leave after one year of continuous service with the same employer.
The notice period for taking annual leave can vary depending on the employer's policies, but it typically requires at least 2 weeks' notice.
Annual leave requires approval from the employer, and the timing may be subject to the employer's discretion based on business needs.
Additional leave over the statutory minimum is based on the employment contract or any applicable collective bargaining agreements.
Annual leave is accrued yearly, typically at the end of each year of employment.
Carry over of unused annual leave is usually permitted, but limits may apply and are often specified by the employer or in employment contracts.
Unused annual leave is generally paid out upon termination of employment.
End of year payout of unused annual leave is not standard, unless specifically stated in an employment contract or collective agreement.
Special rules may apply depending on the sector and employer, including provisions for accruing additional days based on length of service.
Eligible employees are entitled to 1 week of paid paternity leave.
Employees are required to provide at least two weeks' notice prior to the expected date of delivery.
Paternity leave requires approval from the employer and is subject to providing proof of the expected or actual birth.
Additional paternity leave is generally not available, though some employers may offer more generous terms.
Paternity leave is granted per incident and does not accrue.
Carry over of paternity leave is not applicable.
Paternity leave is not paid out upon termination as it must be taken within a specific timeframe related to the birth event.
There is no end of year payout for paternity leave.
Paternity leave must be taken within a certain period surrounding the birth of the child, typically within a few weeks before or after the birth.
The quota for compassionate leave varies by employer but is typically a few days.
Employees are expected to notify their employer as soon as possible in cases necessitating compassionate leave.
Compassionate leave generally requires approval, with considerations based on the circumstances.
Additional compassionate leave may be granted at the discretion of the employer, depending on the situation.
Compassionate leave does not accrue and is granted based on specific incidents.
Carry over of compassionate leave is not applicable.
There is no payout for unused compassionate leave upon termination.
Unused compassionate leave is not paid out at the end of the year.
Compassionate leave is typically granted for serious events involving immediate family members, such as death or critical illness.
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