Managing employee leave and vacation entitlements is a critical aspect of compliance and employee satisfaction when operating in any country. In Andorra, labor laws establish clear guidelines regarding various types of leave, ensuring employees receive adequate time off for rest, illness, family responsibilities, and other significant life events. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Navigating the specifics of Andorran leave policies, from minimum annual vacation days to the nuances of sick pay and parental leave, requires careful attention to detail. This guide provides an overview of the key leave entitlements employees are typically granted under Andorran labor legislation, offering a framework for employers to build compliant and fair leave policies for their workforce in 2025.
Annual Vacation Leave
Employees in Andorra are legally entitled to a minimum period of paid annual leave. The standard entitlement is typically 30 calendar days per year. This period includes weekends and public holidays that fall within the vacation period.
Key regulations regarding annual leave include:
- The minimum entitlement is 30 calendar days, which equates to approximately 22 working days, depending on the work schedule.
- Leave must generally be taken within the calendar year it is accrued.
- The timing of leave is typically agreed upon between the employer and employee, though the employer may have the final say based on operational needs, provided the employee is notified in advance.
- Untaken leave may not typically be carried over to the next year unless agreed upon or specified in a collective bargaining agreement.
- Upon termination of employment, employees are entitled to compensation for any accrued but untaken vacation leave.
Public Holidays
Andorra observes several national and religious public holidays throughout the year. Employees are generally entitled to a paid day off on these holidays. If an employee is required to work on a public holiday, they are typically entitled to premium pay or compensatory time off, as stipulated by law or collective agreements.
While specific dates for some holidays may vary slightly year to year if they fall on a weekend, the standard public holidays observed in Andorra include:
| Holiday | Typical Date(s) |
|---|---|
| New Year's Day | January 1 |
| Epiphany | January 6 |
| Carnival Monday | Variable |
| Constitution Day | March 14 |
| Good Friday | Variable |
| Easter Monday | Variable |
| Labour Day | May 1 |
| Whit Monday | Variable |
| St. John's Eve | June 24 |
| Assumption Day | August 15 |
| National Day (Meritxell) | September 8 |
| All Saints' Day | November 1 |
| St. Stephen's Day | December 26 |
| Christmas Day | December 25 |
Note: Variable dates depend on the liturgical calendar.
Sick Leave
Employees in Andorra are entitled to paid sick leave when they are unable to work due to illness or injury. The entitlement and payment structure involve both the employer and the CASS (Caixa Andorrana de Seguretat Social - Andorran Social Security Fund).
The general structure for sick leave pay is as follows:
- Initial Period: The employer is typically responsible for paying a portion of the employee's salary for the first few days of absence.
- Subsequent Period: After the initial period, the CASS takes over the payment of sick leave benefits, calculated as a percentage of the employee's average salary.
- Duration: Sick leave benefits from CASS can be received for a specified maximum period, which can be extended in certain circumstances.
- Medical Certification: Employees are required to provide a medical certificate from a registered doctor to justify their absence due to illness or injury.
Specific percentages and durations for employer and CASS responsibility are defined by law and can depend on the length of the illness.
Parental Leave
Andorran law provides for various types of parental leave to support employees welcoming a new child into their family.
Maternity Leave
Pregnant employees are entitled to maternity leave. The standard duration is typically 16 weeks, which can be extended in cases of multiple births or complications. Maternity leave is usually taken partly before and partly after the birth. Benefits during maternity leave are typically paid by the CASS.
Paternity Leave
Fathers are also entitled to paternity leave upon the birth or adoption of a child. The duration is shorter than maternity leave, typically around 4 weeks. Paternity leave benefits are also usually paid by the CASS.
Adoption Leave
Employees who adopt a child are entitled to adoption leave, similar in duration and conditions to maternity leave, to allow time for bonding with the adopted child. Benefits are typically provided by the CASS.
Other Types of Leave
Beyond the main categories, Andorran labor law and collective bargaining agreements may provide for other types of leave for specific circumstances:
- Bereavement Leave: Employees are typically entitled to a few days of paid leave in the event of the death of a close family member. The exact duration may depend on the relationship to the deceased.
- Marriage Leave: Employees may be granted a period of paid leave upon getting married.
- Study Leave: In some cases, employees may be entitled to leave for educational purposes, though this is often subject to specific conditions or collective agreements.
- Leave for Personal Reasons: Unpaid leave may be granted for personal matters, subject to employer discretion and company policy.
Specific entitlements and conditions for these types of leave can vary based on the applicable collective bargaining agreement and the individual employment contract.
