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Through time and experience, different types of leave have been defined. It is important to differentiate between these before regulations can be put into place.

Annual Leave – All permanent employees are entitled to 21 consecutive days leave, while receiving their full remuneration. This type of leave is accrued, and is renewed every 12 months (from the first day of employment). Annual leave can either be granted as a lump package, or can be given as 1.25 days a month. Despite the fact that this leave is a right, it must be taken at a time that suits the employer and the company. This leave can not be taken during a notice period, but the employer does need to reimburse that leave by means of a cash payout.

Sick Leave – Employees are able to take leave when they are too ill to work effectively. A doctor’s certificate is almost always required to validate this claim, and is usually to be presented on the employee’s first day back at the office. Should an employee become sick during their annual leave, they should present their doctor’s certificate upon return to the office for their annual leave to be “credited”. So, should they have been sick for 4 days of their annual leave they should be reimbursed with 4 days of annual leave. It is imperative that the medical certificate states that the employee was unable to work.

Parental Leave – Maternity- and Paternity leave is an optional benefit. These periods of leave differ according to company, position, and nature of the relationship to the infant. For the mother, this leave usually begins a few weeks before the due date of the baby, and ends approximately 3 months after the birth. Fathers are generally allowed a few days from the birth of their child, although not all companies grant either parent leave but especially not the father.

It is vital that employers and employees alike are aware of their rights and responsibilities in order to ensure that the most amiable agreement can be reached regarding this sometimes-touchy subject.