Understanding employee leave entitlements is crucial for compliant and effective workforce management in Palestine. The Palestinian Labour Law outlines the minimum requirements for various types of leave, including annual vacation, public holidays, sick leave, and parental leave. Adhering to these regulations ensures fair treatment of employees and legal compliance for businesses operating in the region.
Employers must be familiar with these provisions to accurately calculate entitlements, schedule time off, and manage payroll, whether they are establishing a local entity or employing individuals remotely through an Employer of Record service. Navigating these requirements correctly is key to operational efficiency and employee satisfaction.
Annual Vacation Leave
Employees in Palestine are entitled to paid annual leave based on their length of service. The minimum entitlement increases after a certain period of employment.
- Employees are entitled to 14 days of paid annual leave after completing six months of continuous service with the same employer.
- Employees who have completed five years or more of continuous service with the same employer are entitled to 21 days of paid annual leave per year.
Annual leave is typically accrued throughout the year. The timing of leave is often determined by agreement between the employer and employee, taking into account business needs. Unused leave may be carried over to the following year under specific conditions outlined in the law or employment contract, but typically there are limits on carry-over.
Public Holidays and Observances
Palestine observes a number of public holidays throughout the year, which are typically paid days off for employees. These holidays include religious festivals and national days. The dates for Islamic holidays are based on the lunar calendar and vary each year.
Common Public Holidays include:
- New Year's Day (Gregorian Calendar)
- Eid al-Fitr (End of Ramadan)
- Labour Day
- Eid al-Adha (Feast of Sacrifice)
- Islamic New Year
- Prophet Muhammad's Birthday
- Christmas Day (Gregorian Calendar)
Specific dates for lunar-based holidays in 2025 will be determined closer to the time based on moon sightings.
Sick Leave Policies and Pay
Employees in Palestine are entitled to paid sick leave when they are unable to work due to illness or injury, provided they present a medical certificate from a certified physician.
The entitlement for sick leave is typically structured as follows per year:
| Duration of Leave | Payment Rate |
|---|---|
| First 2 weeks | 100% of wage |
| Following 2 weeks | 50% of wage |
Any sick leave beyond these four weeks in a year is generally unpaid, unless otherwise stipulated in an employment contract or collective agreement. The requirement for a medical certificate is mandatory for sick leave to be considered paid leave under the law.
Parental Leave
Parental leave provisions in Palestine primarily cover maternity leave. While specific statutory paternity or adoption leave entitlements are less defined in the general labor law, maternity leave is a clear entitlement for female employees.
- Maternity Leave: Female employees are entitled to 10 weeks of paid maternity leave. This leave can typically be taken before and after childbirth. The specific timing is often flexible, allowing the employee to decide how to split the 10 weeks before and after the expected or actual birth date, within legal limits. The employee is entitled to receive her full wage during this period.
There is no specific statutory entitlement for paternity leave or adoption leave under the general Palestinian Labour Law, although individual company policies or specific agreements may provide for such leave.
Other Types of Leave
Beyond the main categories, the Palestinian Labour Law and common practice recognize other circumstances requiring employee leave:
- Bereavement Leave: Employees are typically entitled to a short period of paid leave in the event of the death of a close family member. Common practice often allows for 3 days of paid leave for this purpose.
- Hajj Leave: Muslim employees may be granted unpaid leave to perform the Hajj pilgrimage, often for a period of up to one month, provided they have completed a certain period of service (e.g., 5 years) and have not taken this leave before. This is often subject to employer discretion and business needs.
- Study Leave: The law may include provisions or allow for agreements regarding unpaid or partially paid leave for employees pursuing further education or training, often tied to the employee's role and the employer's benefit. This is typically not a mandatory entitlement for all employees but depends on specific circumstances, contracts, or company policies.
- Marriage Leave: Some employment contracts or company policies may grant a short period of paid leave (e.g., 2-3 days) for an employee's marriage, although this is not a universal statutory requirement.
