Uruguay Leave Laws and Holidays

Pregnant employees are entitled to 14 weeks of paid maternity leave, which can be taken 6 weeks before the expected birth date and 8 weeks after childbirth.

Employees are expected to notify their employers of the pregnancy as soon as it is reasonable, typically soon after a medical confirmation.

Maternity leave is a statutory right and does not require employer approval, although notice and medical documentation are necessary.

Additional maternity leave may be granted in the case of pregnancy complications or health issues related to childbirth, as advised by a medical professional.

Maternity leave does not accrue over time but is a set statutory entitlement per pregnancy.

Carry over of maternity leave is not applicable as it is event-based and must be used within the designated period around the childbirth.

Since maternity leave is event-based, there are no accruals to be paid out upon termination.

Maternity leave does not have an end-of-year payout as it must be used specifically around the period of childbirth.

The law provides job protection during maternity leave, meaning the employee should return to the same or an equivalent position after the leave period.

Employees are entitled to 20 working days of paid annual leave after completing one year of service. This quota increases for certain age groups and longer service periods.

Employees must give advance notice before taking annual leave, though the exact period is typically agreed upon with the employer.

Employees must obtain approval from their employer for taking annual leave, with the timing subject to business needs and other scheduled leave requests.

Additional leave days may be granted for employees over a certain age or with longer service tenure.

Annual leave accrues on a monthly basis after the employee has completed one year of service.

Unused annual leave can be carried over to the next year, but typically must be used within a certain period.

Any accrued but unused annual leave is paid out to the employee upon termination of employment.

There is no routine end of year payout for unused annual leave unless it is stipulated by the employer or during the termination of employment.

Special provisions allow for additional annual leave days based on age and length of service.

Employees are entitled to sick leave up to 12 months, depending on the length of service and the nature of the illness.

Employees must notify their employer as soon as possible after becoming aware of the illness requiring sick leave.

Sick leave requires approval through medical certification provided by a healthcare professional.

Extensions for sick leave may be granted based on medical advice and specific health conditions.

Sick leave does not accrue over time but is granted based on actual health conditions and medical advice.

Sick leave does not carry over as it is granted based on specific instances of illness or injury.

There is no payout for unused sick leave when an employee's contract is terminated.

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

Sick leave is subject to evaluation and must be justified by medical assessment from authorized health professionals.

Employees are entitled to 3 days of bereavement leave in the event of the death of a close family member.

Employers should be notified immediately in the event of a death in the family, to arrange bereavement leave.

Bereavement leave is granted as a right upon the occurrence of a family death, without the need for prior approval.

Additional bereavement leave is not typically available beyond the standard quota unless negotiated with the employer.

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

Carry over rules do not apply to bereavement leave as it is granted per occurrence.

There is no payout for unused bereavement leave upon termination, as this leave is intended for specific events.

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

Bereavement leave is typically available for the death of immediate family members only, and proof of death may be required.

Fathers are entitled to 10 days of paid paternity leave, which can be taken within the first month after the child's birth.

Fathers are expected to notify their employers about the intended start date of their paternity leave as close to the childbirth date as possible.

Paternity leave is a statutory right and does not require employer approval, but notice should still be given.

Additional paternity leave is not usually available beyond the statutory quota unless specified by employer policies or collective agreements.

Paternity leave does not accrue and is available as a fixed duration per birth event.

Paternity leave cannot be carried over and must be used within the designated timeframe after childbirth.

There is no payout for unused paternity leave upon termination as it must be used in relation to a specific birth event.

There is no end-of-year payout for paternity leave as it is event-specific and must be used shortly after the birth of a child.

Paternity leave must be taken within one month of the birth of the child, ensuring fathers can support during the early postnatal period.

Employees are entitled to jury duty leave when summoned by the court to participate in a jury. The leave is typically for the duration of the trial, and the employee should be compensated for the time away from work. The leave may be unpaid depending on the employer's policies or local regulations.

Employees are required to inform their employer as soon as they receive a jury duty summons. The employer needs reasonable notice to arrange for the employee’s absence and manage work during the employee’s leave.

Once the employee receives a jury summons, the employer cannot refuse the jury duty leave. However, the employee should inform the employer promptly so that work arrangements can be made.

Jury duty leave does not accumulate beyond the period required for serving on the jury. Employees cannot request additional leave beyond the legal requirement for jury service.

Jury duty leave is provided as needed and is not accrued like annual leave. It is granted only when the employee is legally required to serve on a jury.

Jury duty leave is only granted when the employee is required to serve. It does not accumulate and cannot be carried over to the next year or for future use.

Since jury duty leave is granted as needed and does not accumulate, there is no payout for unused jury duty leave when the employee terminates their employment.

Since jury duty leave is granted only when the employee is summoned to serve, it does not have a payout at the end of the year or upon annual leave reconciliation.

In some cases, employers may be required to pay employees their regular wages while on jury duty, but this can vary based on company policies or union agreements.

Employees who are required to serve in the military are entitled to military leave. The duration of this leave depends on the length of the employee’s military service commitment.

Employees should provide notice to their employers as soon as possible regarding their military service. The notice period can vary depending on the length of the required service and the employee's military orders.

Military leave is a legal entitlement, and employers cannot refuse it. However, the employee must inform the employer in advance to facilitate work arrangements.

Military leave is granted based on the specific military service requirements. Additional leave beyond the required service period is not generally granted unless covered by specific national laws or agreements.

Military leave is not accrued like annual or sick leave. It is granted when the employee is called to serve in the military and is based on the duration of the military service.

Military leave is granted only during the period the employee is called for military service. It does not accumulate or carry over to other periods.

Since military leave is provided based on service requirements, it is not subject to payout at termination. Any unused leave from military service is not compensated when the employee leaves the company.

Military leave is granted during the period of active service and is not accumulated or paid out at the end of the year.

In some cases, national regulations may mandate specific protections for employees on military leave, such as the right to return to their job after completing service. The terms and conditions can vary depending on the legal framework.