Venezuela Leave Laws and Holidays

Employees are entitled to 15 days of paid vacation after one year of service. For every additional year, 1 day is added up to a maximum of 15 additional days.

The timing of annual leave should be agreed upon between the employer and the employee, typically arranged at least 15 days in advance.

Annual leave dates must be approved by the employer, usually coordinated with business needs and employee preferences.

Employees earn an additional day of vacation for each year of service beyond the first year, up to a total of 15 extra days.

Vacation leave rights accrue annually based on the employee's start date and are adjusted for additional tenure.

Unused vacation leave typically cannot be carried over to the next year without specific agreement or extenuating circumstances.

Any accrued but unused vacation leave is paid out upon termination of employment.

There is no automatic payout for unused vacation leave at the end of the year; it must be used or negotiated if rollover is not allowed.

If a public holiday falls within an employee's vacation period, the vacation is extended to include the holiday.

Employees are entitled to sick leave for health issues, with up to 3 days permissible without providing a medical certificate. Beyond 3 days, a certificate is required.

Employees should inform their employer about their sickness as soon as possible, ideally on the first day of absence.

While short sick leaves may not require formal approval, extended periods typically require a medical certificate and formal notification to the employer.

Additional days beyond the initial self-certified period require a medical certificate and are dependent on the specific medical situation.

Sick leave does not accrue but is granted based on individual health circumstances as they occur.

Sick leave does not carry over from year to year; it is based solely on immediate health needs.

Unused sick leave is not paid out upon termination as it is only applicable during active employment contingent upon illness.

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

For prolonged illness, employees may need to provide detailed medical reports or comply with additional company policies regarding extended sick leave.

Fathers are entitled to 14 days of paid paternity leave, which can be used around the time of childbirth to support the mother and newborn.

Fathers are expected to notify their employer about the pregnancy and their intention to take paternity leave as soon as it is practicable, ideally with a copy of the medical certificate from the mother.

Paternity leave is a statutory right and does not require explicit approval, but employees must notify their employer and provide relevant documentation.

There are no standard provisions for additional paternity leave beyond the 14 days, unless specified by employer policies or collective bargaining agreements.

Paternity leave does not accrue over time but is granted in relation to the childbirth event.

Carry over of paternity leave is not applicable as the leave is intended to be used specifically during the childbirth period.

There is no payout for unused paternity leave upon termination, as this leave is specifically for the period surrounding childbirth.

There is no end of year payout for paternity leave as it must be used in relation to the event of childbirth.

Paternity leave is specifically designed to be used during the period surrounding the birth of a child, providing support to the mother and newborn.

Employees are entitled to 3 days of bereavement leave upon the death of an immediate family member (spouse, child, parent, or sibling).

Employers should be notified immediately upon the occurrence of the death to arrange for bereavement leave.

Bereavement leave is granted without the need for approval, but timely notification and appropriate documentation (e.g., a death certificate) are required.

Additional bereavement leave is not typically available; however, employers may grant additional time off at their discretion.

Bereavement leave is not accrued but is granted as needed upon the death of an immediate family member.

There is no carry over for bereavement leave as it is intended for use specifically at the time of bereavement.

There is no payout for unused bereavement leave upon termination as it is intended for specific instances of family loss.

Unused bereavement leave does not get paid out at the end of the year as it is intended for use during specific bereavement periods.

Bereavement leave is specifically intended for the death of immediate family members, and documentation may be required to substantiate the leave request.

Pregnant employees are entitled to 26 weeks of paid maternity leave, distributed as 6 weeks before the expected birth date and 20 weeks after childbirth.

Employees are expected to notify their employer of their pregnancy as soon as it is reasonably possible, typically with a medical certificate specifying the expected due date.

Maternity leave is a statutory right and does not require approval, though proper notification and submission of medical documentation are necessary to process leave.

Additional leave may be granted in cases of birth complications or multiple births, subject to medical advice and specific legislative provisions.

Maternity leave does not accrue but is granted based on pregnancy and childbirth circumstances.

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 payout on termination is not applicable as the leave is intended for use specifically around the period of childbirth.

End of year payout does not apply to maternity leave as it must be utilized for childbirth-related purposes during the designated period.

Employees are protected from dismissal due to pregnancy or during maternity leave, except under exceptional circumstances not related to pregnancy or childbirth.

Employees are entitled to leave for the entire period of their mandatory military service or training, as stipulated by Venezuelan law.

Employees should inform their employer promptly after receiving notification of their military service obligations to allow for adequate workplace adjustments.

Military leave is a legal obligation; therefore, employer approval is not required. Employers must grant this leave upon the employee's presentation of official military orders.

The duration of military leave corresponds to the period specified by military authorities, with no provisions for additional time beyond official requirements.

Military leave is granted based on official military service requirements and does not accrue over time.

Since military leave is contingent on specific service periods, there are no carry-over provisions.

Military leave is not associated with financial compensation; thus, no payout is provided upon employment termination.

There is no financial remuneration for unused military leave at the end of the year.

During military leave, employees' seniority continues to accrue. Employers are also required to maintain contributions to social security and other statutory benefits throughout the leave period.

Venezuelan law grants employees the right to study leave; however, the legislation does not specify the length of this leave.

Employees should discuss and agree upon the notice period with their employer, providing sufficient time to accommodate their educational commitments.

Study leave requires employer approval, as it involves adjustments to work schedules and responsibilities. Employers and employees should reach a mutual agreement regarding the terms of the leave.

Any extension beyond the initially agreed-upon study leave duration is at the employer's discretion and should be negotiated between the employee and employer.

Study leave does not accrue over time; it is granted based on individual agreements between the employee and employer.

Since study leave is granted for specific educational purposes, there are no carry-over provisions.

Study leave is typically unpaid; therefore, no payout is provided upon employment termination.

There is no financial remuneration for unused study leave at the end of the year.

During approved study leave, the employment contract is suspended, meaning that while the employee retains their position, certain employment obligations and benefits may be paused for the leave's duration.

Employees are entitled to 3 consecutive days of paid leave to celebrate their marriage.

Employees should provide their employer with reasonable notice prior to their wedding to allow for necessary workplace arrangements.

While employer approval is generally granted for marriage leave, employees must formally notify their employer and may need to provide documentation, such as a marriage certificate.

Any additional leave beyond the statutory 3 days for marriage is at the discretion of the employer and should be negotiated between the employee and employer.

Marriage leave does not accrue over time; it is a one-time entitlement upon the employee's marriage.

Marriage leave cannot be carried over, as it is intended to be used at the time of the employee's wedding.

Unused marriage leave is not subject to payout upon employment termination.

There is no financial remuneration for unused marriage leave at the end of the year.

Employers may request a copy of the marriage certificate or other official documentation to confirm eligibility for marriage leave.