Navigating employee leave entitlements and regulations is a crucial aspect of managing a workforce in any country. In Bhutan, the legal framework provides specific guidelines for various types of leave, ensuring employee well-being and compliance for employers. Understanding these policies is essential for businesses operating in the Kingdom, whether they are local entities or international companies employing staff remotely or through an Employer of Record.
Bhutan's labor laws outline minimum requirements for annual leave, sick leave, public holidays, and other types of leave. Adhering to these regulations is mandatory and contributes to fair employment practices. This guide provides an overview of the standard leave entitlements employees can expect in Bhutan.
Annual Vacation Leave
Employees in Bhutan are entitled to a minimum amount of paid annual leave. This leave accrues over time and allows employees to take time off for rest and personal matters.
- Minimum Entitlement: Employees are typically entitled to a minimum of 1.5 days of paid annual leave for each month of service. This accumulates to 18 days per year.
- Accrual: Leave accrues monthly based on service duration.
- Usage: Employees can usually take accrued leave with prior approval from their employer. Policies regarding carrying over unused leave may vary depending on company policy, but labor laws often specify limits or requirements for encashment upon termination.
Public Holidays
Bhutan observes several public holidays throughout the year, reflecting its rich cultural and religious heritage, as well as national events. Employees are generally entitled to paid leave on these designated public holidays. The exact dates for some holidays, particularly those based on the lunar calendar, are announced annually by the government.
Common public holidays include:
- Traditional Day of Offering (Lomba)
- Birth Anniversary of His Majesty the King
- National Day
- Coronation Day of His Majesty the King
- Blessed Rainy Day
- Dashain (Vijaya Dashami)
- Winter Solstice (Nyilo)
- Various religious festivals (Tsechus, etc.)
While the specific dates for 2025 will be officially announced, employers should anticipate approximately 10-15 public holidays annually.
Sick Leave
Employees in Bhutan are entitled to paid sick leave when they are unable to work due to illness or injury.
- Entitlement: Employees are typically entitled to a minimum of 15 days of paid sick leave per year.
- Medical Certificate: Employers may require a medical certificate from a registered medical practitioner for sick leave, especially for absences exceeding a certain duration (e.g., two or three consecutive days).
- Payment: Sick leave is generally paid at the employee's regular rate of pay.
Parental Leave
Bhutanese labor law provides for parental leave, primarily covering maternity leave.
- Maternity Leave: Female employees are entitled to paid maternity leave.
- Duration: The standard entitlement is 3 months (90 days) of paid leave.
- Eligibility: Typically available to female employees who have completed a certain period of service (e.g., 6 months) with the employer.
- Payment: Maternity leave is usually paid at the employee's full salary.
- Paternity Leave: While not as extensive as maternity leave, some provisions or company policies may offer a shorter period of paid paternity leave for fathers. Specific legal minimums for paternity leave may be limited or non-existent, depending on the latest regulations.
- Adoption Leave: Specific legal provisions for adoption leave may vary or be covered under general leave policies.
Other Types of Leave
Beyond the main categories, employees in Bhutan may be entitled to other types of leave under specific circumstances or company policies.
- Bereavement Leave: Leave granted to employees upon the death of a close family member. The duration is typically short, often a few days.
- Study Leave: Employees may be granted leave for educational purposes, often subject to company policy and relevance to the employee's role. This may be paid or unpaid depending on the circumstances and employer discretion.
- Sabbatical Leave: Less common as a statutory entitlement, sabbatical leave may be offered by some employers for long-serving employees for purposes such as research, professional development, or rest. This is usually unpaid and subject to specific company policies.
- Casual Leave: Some employers may offer a few days of casual leave per year for urgent personal matters.
Employers should consult the latest labor regulations and consider establishing clear company policies that meet or exceed the statutory minimums for all types of leave.
