Uruguay has well-defined laws regarding vacation and leave, ensuring employees receive adequate time off for rest, public holidays, illness, and family-related events. These regulations are designed to protect workers' rights and promote a healthy work-life balance. Understanding these policies is crucial for employers to ensure compliance and maintain positive employee relations.
Uruguayan labor law provides a framework for various types of leave, including annual vacation, public holidays, sick leave, and parental leave. The specific entitlements and conditions vary depending on the type of leave and the employee's length of service. Employers must adhere to these minimum standards, although they may offer more generous benefits.
Annual Vacation Leave
Employees in Uruguay are entitled to annual paid vacation leave. The minimum entitlement is 20 days of paid vacation for each year of service. Vacation time accrues after one year of employment.
- Vacation must be taken in the year following the year in which it was earned.
- Employees receive vacation pay in advance of taking their leave.
- Vacation pay includes the employee's regular salary plus an additional payment for vacation pay ("salario vacacional"). This additional payment is equivalent to 100% of the employee's daily wage for each day of vacation.
- By agreement with the employer, vacation time can be split into two periods, provided one period is at least 10 days long.
Public Holidays
Uruguay observes several public holidays each year. Employees are generally entitled to paid time off on these days. If an employee is required to work on a public holiday, they are typically entitled to double pay.
Here is a table of public holidays in Uruguay for 2025:
| Date | Holiday Name |
|---|---|
| January 1 | New Year's Day |
| January 6 | Children's Day |
| April 17 | Maundy Thursday |
| April 18 | Good Friday |
| April 21 | Family Day |
| May 1 | Labour Day |
| May 18 | Battle of Las Piedras |
| June 19 | Artigas Day |
| July 18 | Constitution Day |
| August 25 | Declaration of Independence Day |
| October 13 | Day of the Americas |
| November 2 | All Souls' Day |
| December 25 | Christmas Day |
Sick Leave
Employees in Uruguay are entitled to sick leave if they are unable to work due to illness or injury.
- To be eligible for sick leave, an employee must provide a medical certificate from a recognized healthcare provider.
- The Social Security Bank (Banco de Previsión Social - BPS) typically covers sick leave payments after a waiting period.
- The employer is usually responsible for paying the employee for the first three days of sick leave.
- After the initial period, the BPS pays a percentage of the employee's salary, usually around 75%, for the duration of the sick leave, up to a maximum period. The maximum period depends on the employee's contributions and circumstances.
Parental Leave
Uruguay provides for both maternity and paternity leave to support new parents. Adoption leave is also available.
Maternity Leave
- Pregnant employees are entitled to 14 weeks of maternity leave.
- This leave is typically taken as six weeks before the expected birth date and eight weeks after the birth.
- During maternity leave, the employee receives a benefit from the BPS, usually equivalent to their full salary.
Paternity Leave
- Fathers are entitled to 13 days of paid paternity leave.
- This leave must be taken within the first 30 days after the child's birth.
- Paternity leave is also paid by the BPS.
Adoption Leave
- Adoptive parents are entitled to similar leave benefits as biological parents.
- The specific duration and conditions may vary, but generally, adoptive mothers receive leave comparable to maternity leave.
Other Types of Leave
In addition to annual vacation, public holidays, sick leave, and parental leave, Uruguayan law and/or company policies may provide for other types of leave, such as:
- Bereavement Leave: Employees are typically entitled to several days of paid leave in the event of the death of a close family member.
- Study Leave: Some employers may offer study leave to employees pursuing further education or professional development. The conditions and duration of study leave can vary.
- Marriage Leave: Employees are usually granted a few days of paid leave upon getting married.
- Sabbatical Leave: While not legally mandated, some companies may offer sabbatical leave programs, allowing employees to take extended periods of unpaid leave for personal or professional development. The terms of sabbatical leave are determined by the employer's policy.
