Managing employee leave entitlements is a crucial aspect of workforce management, ensuring compliance with local regulations and supporting employee well-being. In Jersey, employment law sets out clear minimum standards for various types of leave, including annual vacation, public holidays, sick leave, and parental leave. Understanding these requirements is essential for employers operating on the island.
Adhering to Jersey's leave policies helps foster a positive working environment and ensures legal compliance. Employers must be aware of the statutory minimums and how they apply to different employment situations, including full-time, part-time, and temporary staff.
Annual Vacation Leave
Employees in Jersey are entitled to a statutory minimum amount of paid annual leave. This entitlement accrues from the start of employment.
The minimum paid annual leave entitlement is four weeks per year. This is equivalent to 20 working days for an employee working a five-day week. This entitlement includes the eight standard public holidays. Therefore, the minimum contractual annual leave entitlement, excluding public holidays, is 12 days (20 days minus 8 public holidays).
Leave accrues pro-rata for employees who work part-time or for only part of the year. The timing of annual leave should be agreed upon between the employer and employee, though employers typically have the final say, provided reasonable notice is given.
Public Holidays
Jersey observes several public holidays throughout the year. Employees are typically entitled to a day off on these holidays, which are included within the statutory minimum annual leave entitlement of four weeks.
Here are the standard public holidays observed in Jersey in 2025:
| Date | Day of Week | Holiday Name |
|---|---|---|
| January 1 | Wednesday | New Year's Day |
| April 18 | Friday | Good Friday |
| April 21 | Monday | Easter Monday |
| May 5 | Monday | Early May Bank Holiday |
| May 9 | Friday | Liberation Day |
| May 26 | Monday | Spring Bank Holiday |
| August 25 | Monday | Summer Bank Holiday |
| December 25 | Thursday | Christmas Day |
| December 26 | Friday | Boxing Day |
Note that if a public holiday falls on a weekend, a substitute day may be granted, typically the next working day, though this is subject to specific arrangements and employment contracts.
Sick Leave
Employees in Jersey are entitled to sick leave when they are unwell and unable to work. While there is no statutory requirement for employers to provide paid sick leave from day one, employees may be entitled to Incapacity Benefit from the States of Jersey social security department after a qualifying period.
Employment contracts or company policies often provide for contractual sick pay, which may offer payment for a certain number of days or weeks of absence due to illness. The terms of contractual sick pay vary significantly between employers.
To qualify for Incapacity Benefit, an employee must generally have paid sufficient social security contributions. A medical certificate (doctor's note) is usually required for absences lasting more than a few days, both for social security claims and often for contractual sick pay.
Parental Leave
Jersey law provides entitlements for employees taking leave in connection with the birth or adoption of a child.
Maternity Leave
Pregnant employees are entitled to up to 52 weeks of maternity leave. This is divided into:
- Compulsory Maternity Leave: A minimum of 2 weeks immediately following the birth.
- Ordinary Maternity Leave: Up to 26 weeks.
- Additional Maternity Leave: Up to a further 26 weeks, immediately following ordinary maternity leave.
Statutory maternity pay is not provided by the employer; however, eligible employees may claim Maternity Benefit from the States of Jersey social security department for a period. Contractual maternity pay may be offered by employers, supplementing or replacing the state benefit.
Paternity Leave
Fathers or partners are entitled to up to two weeks of paternity leave following the birth or adoption of a child. This leave must be taken within 56 days of the birth or adoption.
There is no statutory requirement for employers to pay employees during paternity leave. Eligible employees may be able to claim Short Term Incapacity Allowance from social security, subject to contributions and conditions. Some employers may offer contractual paternity pay.
Adoption Leave
Employees adopting a child are entitled to adoption leave similar to maternity leave, allowing the primary adopter up to 52 weeks of leave. The partner of the primary adopter may be entitled to paternity leave.
Similar to maternity and paternity leave, there is no statutory requirement for employers to provide paid adoption leave, but eligible individuals may claim Adoption Benefit from social security.
Other Leave Types
Beyond the main categories, employees may require leave for various other reasons. While not all are statutory entitlements, many employers offer policies covering these situations:
- Bereavement Leave: Time off following the death of a close relative. The amount of leave is typically discretionary or outlined in company policy.
- Study Leave: Leave granted for employees undertaking relevant training or education. This is usually subject to employer discretion and company policy.
- Sabbatical Leave: An extended period of leave, often unpaid, taken after a significant period of service. This is entirely at the employer's discretion.
- Jury Service: Employees are legally required to attend jury service if summoned. Employers must allow this absence, though there is no statutory requirement to pay the employee during this time. Employees can claim an allowance from the court.
- Time Off for Dependants: Employees have the right to take a reasonable amount of unpaid time off to deal with unexpected emergencies involving a dependant (e.g., child, parent, partner). This is intended for immediate care arrangements, not extended childcare.
