Ukraine Leave Laws and Holidays

Employees are entitled to 24 calendar days of paid annual leave per year. This quota may increase depending on specific working conditions or job nature.

Employees should typically notify their employers at least two weeks in advance of their intended annual leave start date, unless otherwise agreed or stipulated by company policy.

Annual leave requires approval from the employer. The employer may deny leave at specific times based on operational requirements.

Additional leave days can be granted for employees working in hazardous conditions or those with disabilities.

Annual leave accrues monthly but is typically accessible after the employee has completed six months of service at the company.

Unused annual leave can be carried over to the next year. However, it is generally encouraged to use the leave within the calendar year.

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

There is generally no end-of-year payout for unused annual leave unless the employment is terminated.

Employers have the right to schedule leave periods in accordance with operational needs, which can influence when employees take their leave.

Sick leave duration is determined by a medical certificate and can extend as required by the medical condition.

Employees must inform their employer and provide a medical certificate as soon as possible after becoming aware of the necessity for sick leave.

Sick leave does not require prior approval from the employer, but a medical certificate is required to justify the absence.

Sick leave does not have a quota limit but is guided by medical advice.

Sick leave does not accrue; it is granted as needed and justified by a medical professional.

Sick leave does not carry over as it is event-based and depends on specific instances of illness or injury.

There is no payout for unused sick leave upon termination as it does not accrue.

There is no end-of-year payout for sick leave as it does not accumulate.

Sick leave payments are typically covered by state social insurance after a certain period, which requires specific contributions from both employer and employee.

Maternity leave in Ukraine is 126 calendar days total, split into 70 days before the expected birth date and 56 days after. In cases of complications or multiple births, the post-birth period is extended to 70 days.

Expectant mothers are advised to notify their employer of their pregnancy as soon as it is medically confirmed and to discuss their maternity leave dates.

Maternity leave is a statutory right and does not require explicit approval from the employer, although notification and medical documentation are necessary.

Additional leave may be granted in the case of birth-related health complications or multiple births.

Maternity leave does not accrue but is granted as a one-time benefit per pregnancy.

Carry over does not apply to maternity leave as it is event-specific and must be used within a designated time frame around the birth.

Maternity leave benefits are not subject to payout on termination, as they must be used in relation to a specific pregnancy event.

There is no end-of-year payout for maternity leave as it does not accrue annually but is specific to each pregnancy.

Women on maternity leave are protected from dismissal during pregnancy and maternity leave, except in cases of gross misconduct or enterprise liquidation.

Fathers are entitled to 14 calendar days of paternity leave, which can be taken immediately following the birth of a child.

Fathers are encouraged to notify their employer as soon as possible after the birth of the child to arrange their paternity leave.

While paternity leave is a statutory right, its scheduling may require approval based on the employer’s ability to accommodate the absence.

There are no provisions for additional paternity leave beyond the standard 14 days.

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

Paternity leave cannot be carried over as it is intended for use shortly after the child's birth.

There is no payout for unused paternity leave upon termination, as this leave is intended to be used immediately after childbirth.

Paternity leave does not have an end-of-year payout as it must be used in relation to a specific childbirth event.

Paternity leave must be taken in one continuous block starting from the date of the child's birth and cannot be split into separate periods.

Employees are entitled to up to 7 calendar days of bereavement leave in the event of the death of a close family member.

Employees should inform their employer about the bereavement leave as soon as reasonably possible.

Bereavement leave does not typically require prior approval, but notification and reasonable proof of the event are necessary.

Bereavement leave is granted per event and additional days beyond the standard quota are not commonly provided.

Bereavement leave does not accrue and is granted as needed per the occurrence of a bereavement event.

Bereavement leave cannot be carried over as it is granted per specific bereavement instances.

There is no payout for unused bereavement leave upon termination as it does not accrue.

There is no end-of-year payout for bereavement leave as it does not accumulate.

Bereavement leave is typically available for the death of immediate family members, and documentation such as a death certificate may be required.

Employees are entitled to up to 6 calendar days of paid leave per year for the purposes of professional development or education.

Employees are generally required to notify their employer about their intention to take study leave at least one month in advance.

Study leave requires approval from the employer, and may need to be justified by the relevance of the study to the employee's current role or professional development.

Additional study leave may be granted depending on the nature and necessity of the study or training involved, often requiring further justification.

Study leave accrues on an annual basis and is contingent upon the continuation of education or professional development activities.

Study leave is intended for use within the year it is accrued and does not usually carry over to the next year.

Unused study leave is not paid out upon termination as it is intended for use within the specific year it is granted.

There is no end-of-year payout for unused study leave.

Study leave must be relevant to the employee's current job or future career development within the company, and proof of enrollment and attendance may be required.