Managing employee leave entitlements is a crucial aspect of compliance and employee satisfaction when operating in Guernsey. The island has specific regulations governing various types of leave, including annual vacation, public holidays, sick leave, and parental leave. Understanding these requirements is essential for employers to ensure they meet their legal obligations and maintain fair labor practices.
Guernsey's employment law sets out minimum standards for employee leave, providing a framework that employers must adhere to. While some companies may offer more generous leave packages, the statutory entitlements serve as the baseline for all employment relationships on the island.
Annual Vacation Leave
Employees in Guernsey 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 standard five-day week. This entitlement includes the eight public holidays observed in Guernsey. Therefore, the four weeks of leave comprise 12 days of standard annual leave plus the 8 public holidays.
Leave accrues pro-rata during the first year of employment. For employees working irregular hours or part-time, the entitlement is calculated based on their average working pattern to ensure they receive the equivalent of four weeks off.
Employers must ensure employees take their full leave entitlement within the relevant leave year. It is common practice for employers to have a policy on how leave requests are made and approved, and whether any carry-over of leave to the next year is permitted (though this is not a statutory requirement).
Public Holidays
Guernsey observes eight public holidays each year. These days are included within the statutory four weeks of paid annual leave entitlement. If a public holiday falls on a day an employee would normally work, and they are given the day off, it counts towards their four weeks of leave. If they are required to work on a public holiday, they are typically entitled to a day off in lieu or enhanced pay, depending on their contract and the employer's policy.
The public holidays in Guernsey for 2025 are expected to be:
| Date | Holiday |
|---|---|
| 1 January | New Year's Day |
| 18 April | Good Friday |
| 21 April | Easter Monday |
| 5 May | May Day Bank Holiday |
| 26 May | Spring Bank Holiday |
| 9 May | Liberation Day |
| 25 August | Summer Bank Holiday |
| 25 December | Christmas Day |
| 26 December | Boxing Day |
Note: Liberation Day is a unique public holiday in Guernsey.
Sick Leave
Employees in Guernsey are entitled to sick leave, although there is no statutory requirement for employers to provide paid sick leave for short-term absences. Many employers do offer contractual sick pay schemes, which may provide payment for a certain number of days or weeks per year.
For longer periods of illness, employees may be eligible for sickness benefit from the States of Guernsey social security system, provided they meet the contribution conditions. Employers are required to cooperate with employees claiming such benefits, which often involves providing information about the employee's earnings and employment status.
Employees are generally required to notify their employer of absence due to sickness as soon as reasonably practicable. For absences exceeding a certain duration (typically seven consecutive days, including weekends), employers can require a medical certificate from a doctor.
Parental Leave
Guernsey law provides entitlements for various types of parental leave, including maternity, paternity, and adoption leave.
Maternity Leave
Pregnant employees are entitled to 52 weeks of maternity leave, regardless of their length of service. This is divided into:
- Ordinary Maternity Leave: The first 26 weeks.
- Additional Maternity Leave: The following 26 weeks.
Maternity leave can start no earlier than 11 weeks before the expected week of childbirth. There is a compulsory two-week period of leave immediately after the birth.
There is no statutory requirement for employers to pay employees during maternity leave. However, employees may be eligible for maternity benefit from the States of Guernsey social security system, subject to meeting contribution conditions. Some employers may offer contractual maternity pay in addition to or instead of social security benefits.
Paternity Leave
Fathers or partners of the mother (including same-sex partners) are entitled to two weeks of paternity leave. To be eligible, the employee must have been continuously employed for at least 15 weeks ending with the week immediately before the week the baby is due.
Paternity leave can be taken as one block of two weeks or two separate weeks. It must be taken within 56 days of the birth.
Similar to maternity leave, there is no statutory requirement for employers to provide paid paternity leave, but employees may be eligible for paternity benefit from social security if they meet the criteria.
Adoption Leave
Employees who adopt a child are entitled to adoption leave, mirroring the provisions for maternity leave. One parent in a couple is designated as the primary adopter and is entitled to 52 weeks of adoption leave (26 weeks Ordinary and 26 weeks Additional). The other parent may be entitled to two weeks of paternity leave.
Eligibility for adoption leave and pay from social security is subject to specific conditions related to the adoption process and social security contributions.
Other Types of Leave
While not as extensively regulated as the primary types of leave, other forms of leave may be available to employees in Guernsey, often based on employer policy or specific circumstances.
- Bereavement Leave: Many employers offer paid or unpaid leave to employees following the death of a close family member. The duration is typically at the employer's discretion.
- Study Leave: Some employers may grant leave for employees undertaking relevant training or study, though this is usually a contractual benefit rather than a statutory right.
- Sabbatical Leave: Longer periods of unpaid leave for personal or professional development may be offered by some employers, often after a significant period of service.
- Jury Service: Employees are legally required to attend jury service if summoned. Employers are not statutorily required to pay employees during jury service, but they cannot dismiss an employee for undertaking it. Employees may be able to claim an allowance from the court.
