Navigating employee leave entitlements is a crucial aspect of managing a workforce in any country, and Andorra is no exception. Understanding the local regulations regarding vacation, public holidays, sick leave, and various types of personal leave is essential for compliance and maintaining positive employee relations. Employers operating in Andorra, whether through a local entity or an Employer of Record, must adhere to the specific provisions outlined in the country's labor laws to ensure fair treatment and legal compliance for their employees.
Proper management of leave policies not only ensures adherence to legal requirements but also contributes to employee well-being and productivity. This guide provides an overview of the standard leave entitlements and regulations applicable in Andorra, offering clarity on the minimum requirements employers must meet for their workforce in 2025.
Annual Vacation Leave
Employees in Andorra are entitled to a minimum amount of paid annual leave. This entitlement is designed to allow employees time for rest and recreation away from work.
- Minimum Entitlement: The minimum paid annual leave entitlement is 30 calendar days per year. This includes weekends and public holidays that fall within the leave period.
- Accrual: Leave typically accrues based on the length of service.
- Timing: The timing of annual leave is generally agreed upon between the employer and the employee, taking into account business needs.
- Carry-over: Specific rules may apply regarding the carry-over of unused leave to the following year, often requiring agreement or being limited to a certain period.
Public Holidays
Andorra observes several public holidays throughout the year. Employees are generally entitled to a paid day off on these dates. 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.
Below is a list of anticipated public holidays in Andorra for 2025. Note that some dates may vary slightly if they fall on a weekend or due to specific local observances.
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| January 6 | Epiphany |
| February 24 | Carnival Monday |
| March 14 | Constitution Day |
| April 18 | Good Friday |
| April 21 | Easter Monday |
| May 1 | Labour Day |
| June 9 | Whit Monday |
| August 15 | Assumption Day |
| September 8 | National Day (Mare de Déu) |
| November 1 | All Saints' Day |
| December 8 | Immaculate Conception Day |
| December 25 | Christmas Day |
| December 26 | Saint Stephen's Day |
Sick Leave
Employees in Andorra are entitled to sick leave when they are unable to work due to illness or injury. Entitlement and payment are subject to specific conditions and duration.
- Notification: Employees are typically required to notify their employer promptly of their absence due to sickness.
- Medical Certificate: A medical certificate from a registered doctor is usually required, especially for absences exceeding a certain duration (e.g., typically after the first few days).
- Payment: Sick pay is often a combination of employer and social security contributions. The percentage of salary paid and the party responsible for payment can vary depending on the duration of the illness.
| Duration of Sickness | Payer(s) | Payment Percentage (approx.) |
|---|---|---|
| First 3 days | Employer | 0% (Unpaid) |
| Day 4 onwards | Social Security (CASS) + potentially Employer | Varies (e.g., 60-70% of base) |
Specific percentages and the exact start date of social security payments can depend on the collective agreement or individual contract, but social security typically covers a significant portion after the initial unpaid period.
Parental Leave
Andorran law provides for various types of parental leave, including maternity, paternity, and adoption leave, to support employees welcoming a new child.
- Maternity Leave:
- Duration: Typically 16 weeks, which can be extended in cases of multiple births or complications.
- Payment: Paid through social security (CASS), usually at a percentage of the employee's base salary.
- Paternity Leave:
- Duration: A shorter period compared to maternity leave, often around 4 weeks.
- Payment: Paid through social security (CASS).
- Adoption Leave:
- Duration: Similar to maternity leave, typically 16 weeks, starting from the date the child is placed with the family.
- Payment: Paid through social security (CASS).
Specific details regarding eligibility, notification requirements, and exact payment percentages are governed by social security regulations and labor law.
Other Types of Leave
Beyond the standard categories, employees in Andorra may be entitled to other types of leave for specific personal circumstances. These can include:
- Bereavement Leave: Time off granted in the event of the death of a close family member. The duration typically depends on the relationship to the deceased.
- Marriage Leave: Employees are usually entitled to a period of paid leave upon getting married.
- Study Leave: Provisions may exist for employees to take leave for educational or training purposes, though this is often subject to employer discretion, collective agreements, or specific conditions.
- Sabbatical Leave: Less common as a statutory right, sabbatical leave is typically granted at the employer's discretion or as per specific company policies or collective agreements for extended periods of absence for personal or professional development.
- Leave for Public Duties: Employees may be entitled to time off to fulfill civic duties, such as serving on a jury.
The specific entitlements and conditions for these types of leave can vary based on individual employment contracts, collective bargaining agreements, and specific provisions within the Andorran labor code. Employers should consult the relevant regulations or seek local expertise to ensure compliance.
