Managing employee leave entitlements is a fundamental aspect of compliant and effective workforce management in Guernsey. The island's employment legislation sets out minimum requirements for various types of leave, ensuring employees receive adequate time off for rest, illness, and significant life events. Understanding these statutory entitlements is essential for employers operating within the Bailiwick.
Compliance with Guernsey's employment laws regarding leave is not only a legal necessity but also contributes to employee well-being and retention. Employers must ensure their policies meet or exceed the minimum standards defined by the relevant legislation, primarily the Employment (Guernsey) Law, 2007, and subsequent amendments.
Annual Vacation Leave
Employees in Guernsey are entitled to a minimum period of paid annual leave. The statutory minimum entitlement is four weeks per year. This entitlement applies to most employees, regardless of whether they work full-time or part-time.
- Minimum Entitlement: 4 weeks per year.
- Calculation: For employees working a fixed number of days per week, the four weeks equate to 20 working days (based on a 5-day week). For employees with variable hours or part-time arrangements, the entitlement is calculated proportionally based on their average working pattern.
- Accrual: Leave accrues throughout the year.
- Carry Over: The law does not automatically grant the right to carry over unused leave to the following year. Any carry-over is typically subject to agreement between the employer and employee, often outlined in the employment contract or company policy.
- Payment in Lieu: Payment in lieu of untaken leave is generally only permitted upon termination of employment.
Public Holidays
In addition to annual leave, employees in Guernsey are typically entitled to time off for public holidays. While there is no statutory right to paid leave for public holidays in addition to the four weeks' annual leave, many employers provide this as a contractual benefit. If an employee is required to work on a public holiday, their contract should specify the terms, which may include enhanced pay or time off in lieu.
Guernsey observes the following public holidays in 2025:
| Date | Day | Holiday |
|---|---|---|
| 1 January | Wednesday | New Year's Day |
| 18 April | Friday | Good Friday |
| 21 April | Monday | Easter Monday |
| 5 May | Monday | May Day Bank Holiday |
| 9 May | Friday | Liberation Day |
| 26 May | Monday | Spring Bank Holiday |
| 25 August | Monday | Late Summer Bank Holiday |
| 25 December | Thursday | Christmas Day |
| 26 December | Friday | Boxing Day |
Sick Leave
Guernsey law provides a framework for employees who are unable to work due to illness. While there isn't a comprehensive statutory sick pay scheme like in some other jurisdictions, the law requires employers to provide a minimum level of sick pay under certain conditions.
- Notification: Employees are generally required to notify their employer of their absence due to sickness as soon as reasonably practicable.
- Medical Evidence: For absences exceeding a specified number of consecutive days (typically 7), employers can require a medical certificate (doctor's note).
- Statutory Sick Pay: The Employment (Guernsey) Law, 2007, introduced a requirement for employers to provide sick pay after a qualifying period of employment (currently 13 weeks) and after a certain number of waiting days (currently 3 days of absence). The statutory sick pay rate and duration are minimal; many employers offer more generous contractual sick pay schemes.
- Employer Schemes: Most employers in Guernsey offer contractual sick pay that is more favourable than the statutory minimum, often providing full or partial pay for a set period.
Parental Leave
Guernsey law provides entitlements for employees taking leave in connection with the birth or adoption of a child.
Maternity Leave
- Entitlement: Eligible employees are entitled to 26 weeks of maternity leave.
- Compulsory Leave: There is a compulsory two-week period of leave immediately following the birth.
- Pay: There is no statutory requirement for employers to pay employees during maternity leave, although some employers may offer contractual maternity pay. Employees may be eligible for social security benefits during this period.
Paternity Leave
- Entitlement: Eligible employees are entitled to two weeks of paternity leave.
- Timing: This leave must be taken within a specified period after the birth or adoption.
- Pay: There is no statutory requirement for employers to pay employees during paternity leave, although some employers may offer contractual paternity pay.
Adoption Leave
- Entitlement: Eligible employees are entitled to 26 weeks of adoption leave.
- Pay: Similar to maternity and paternity leave, there is no statutory requirement for employers to provide pay during adoption leave, though contractual pay may be offered.
Other Leave Types
Guernsey law provides minimum entitlements for certain other specific circumstances, while many other types of leave are governed by company policy or contractual agreement.
- Bereavement Leave: The law provides a minimum entitlement to paid leave following the death of a dependant.
- Jury Service: Employees are entitled to time off for jury service.
- Study Leave: There is no general statutory right to study leave, although specific provisions may exist for certain training or qualifications, and many employers offer this contractually.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement and is entirely at the discretion of the employer.
Employers should clearly outline all leave entitlements, including those exceeding statutory minimums, in their employment contracts and company handbooks to ensure clarity for both the business and its employees.
