United States Leave Laws and Holidays

Virginia does not mandate vacation leave. It is typically at the discretion of the employer and outlined in the employment contract or company policy.

Notice requirements for vacation leave are set by employer policy, and employees are usually required to request vacation in advance as per company guidelines.

Employees generally need to get approval from their employer to take vacation leave, and this may depend on company staffing needs.

Additional vacation quota is at the discretion of the employer and dependent on company policy.

If vacation leave is provided, the method of accrual is determined by the employer and detailed in the employment agreement or company policy.

Unused vacation leave is often carried over into the next year, though there may be limits on the amount that can be accumulated.

Upon termination, employees are generally entitled to be paid for any unused vacation leave, unless the company policy states otherwise.

Payout of unused vacation time at the end of the year is not required by Virginia law and is based on the employer’s policy.

Some companies may impose blackout periods during peak business times where vacation leave cannot be taken.

Employees are generally entitled to take leave for jury duty, and they should notify their employer as soon as they are summoned.

Employees should inform their employer immediately upon receiving a jury duty summons.

Employers must grant jury duty leave, but they may request documentation from the employee to confirm the summons.

Once an employee has completed their jury duty, they are expected to return to work. Additional leave is not typically granted unless specified.

Jury duty leave is granted as needed and is typically separate from any other types of leave.

Since jury duty is granted on an as-needed basis, there is no carryover from one year to the next.

Employers are generally not required to pay employees for unused jury duty leave at termination.

Jury duty leave is typically unpaid, and there is no end-of-year payout for unused leave.

Employers may offer paid jury duty leave, but this is not mandated by law.

Employers often provide a few days of paid or unpaid leave for employees who need to attend a funeral or grieve the loss of a loved one.

Employees should notify their employer as soon as possible about the need for bereavement leave.

Employers typically grant bereavement leave, but employees may need to provide documentation, such as an obituary or funeral notice.

Additional days of bereavement leave beyond the standard policy may be requested, but they are usually not granted without special circumstances.

Bereavement leave is typically given on an as-needed basis and is not accrued over time.

Since bereavement leave is given for a specific event, it does not carry over from one year to the next.

Bereavement leave is typically not paid out when an employee leaves the company.

Since bereavement leave is provided for specific circumstances, there is no end-of-year payout.

Employers may have different rules for how much bereavement leave is provided and whether it is paid or unpaid.