Yemen Leave Laws and Holidays

Maternity leave is provided for 70 days, which can be split between the pre-natal and post-natal periods as needed.

Employees must provide notice to their employers in advance of taking maternity leave, typically including a medical certificate indicating the expected date of childbirth.

While formal approval may not be required, the employer needs to be notified in advance with appropriate documentation for maternity leave to be granted.

The law specifies a fixed duration of 70 days for maternity leave; any extension beyond this is at the discretion of the employer.

Maternity leave does not accrue over time but is available per pregnancy.

Carry over of maternity leave to subsequent years is not applicable.

Maternity leave is not subject to payout on termination, as it must be used in relation to the childbirth period.

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

Women on maternity leave are protected from termination of employment during this period, except in cases of gross misconduct.

Employees are entitled to time off on all national public holidays, the dates and number of which may vary from year to year based on national decrees.

Notice periods for public holidays are not applicable as these holidays are typically predetermined and announced nationally.

Leave for public holidays does not require employer approval as it is mandated by law.

Additional quota for public holidays is not applicable as the days are fixed by national law.

Accrual rules do not apply to public holidays as they are not accumulated but are fixed dates.

Carry over rules do not apply to public holidays.

There is no payout for public holidays upon termination as they are not part of the accrued leave balance.

End of year payout does not apply to public holidays.

Public holiday observance is subject to changes in national legislation or decrees and might vary in case of significant national events.

Employees are entitled to 30 days of paid annual leave after completing one year of continuous service with the same employer.

Employees should ideally provide a notice of at least 2 weeks before the intended start date of their annual leave, subject to approval by the employer.

Annual leave requires prior approval from the employer, and the timing of leave can be adjusted based on the needs of the business.

Additional leave days beyond the standard quota are not typically granted but may be negotiated individually or are subject to specific employment contracts or union agreements.

Annual leave rights accrue over a period of one year of employment and are available to be taken in the subsequent year.

Carrying over of annual leave to the next year is usually limited. Employees are encouraged to use their leave within the year it is accrued, although some exceptions may apply as per employer's policy.

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

There is no automatic end-of-year payout for unused annual leave; it generally needs to be utilized within the year unless carryover is specifically allowed by the employer.

Additional rules regarding annual leave may be specified in the employment contract or the company's internal policies, which may adjust general rules to better fit specific organizational needs.

Employees are entitled to special leave for Hajj pilgrimage once during their tenure with an employer, typically for a period sufficient to perform the Hajj.

Employees must provide advance notice when planning to take leave for Hajj, the timing of which should consider employer's operational requirements.

Hajj leave requires approval from the employer, which may consider the operational requirements of the business when granting such leave.

Additional Hajj leave beyond the one allowed during the tenure with an employer is generally not applicable.

Hajj leave does not accrue annually but is available once during the period of employment with an employer.

Carry over of Hajj leave is not applicable as it is a one-time entitlement.

There is no payout for unused Hajj leave upon termination, as it must be used while in employment.

There is no end of year payout for unused Hajj leave.

Hajj leave can be taken only once during the period of employment with a particular employer, regardless of the length of tenure.

Employees are entitled to sick leave of up to 1 month at full pay, followed by up to an additional month at half pay, after providing a medical certificate.

Employees should inform their employer and provide a medical certificate as soon as possible after being diagnosed to qualify for sick leave.

Sick leave needs to be approved by the employer, which typically requires submission of a medical certificate as proof of illness.

Additional sick leave may be granted based on medical advice and depending on the employer's policies regarding extended medical leave.

Sick leave does not accrue and is granted based on specific instances of illness or injury, as substantiated by a medical certificate.

Carry over of sick leave is not applicable as it is granted per instance of illness.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave does not get paid out at the end of the year as it is not accumulative.

Sick leave must always be substantiated with appropriate medical documentation, and failure to provide such may result in denial of paid sick leave.

Employees are entitled to three days of paid leave in the event of the death of an immediate family member, such as a spouse, parent, child, or sibling.

Employees must inform their employer as soon as possible about the death of their relative to be granted bereavement leave.

Employers must approve bereavement leave requests, and employees may be required to provide proof, such as a death certificate.

Additional leave may be granted at the employer’s discretion, depending on the circumstances and company policies.

Bereavement leave is granted on a case-by-case basis and does not accrue over time.

Bereavement leave cannot be carried over as it is based on specific life events.

There is no payout for unused bereavement leave upon termination.

Bereavement leave is not paid out at the end of the year if unused.

Bereavement leave is only granted for the death of immediate family members and does not apply to extended family unless otherwise stated in company policies.

Employees are entitled to three days of paid leave upon getting married, applicable once per employment period.

Employees must notify their employer in advance and provide documentation, such as a marriage certificate, if required.

Employers must approve marriage leave requests to ensure business continuity.

Additional leave may be granted at the employer’s discretion, typically as unpaid leave.

Marriage leave is granted once and does not accrue over time.

Marriage leave must be taken at the time of the wedding and cannot be carried over.

There is no payout for unused marriage leave upon termination.

Marriage leave is not paid out at the end of the year if unused.

Marriage leave can only be taken once during an employee’s tenure with the company.