Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Uruguay. The country has established labor laws that define minimum requirements for various types of leave, ensuring employees receive adequate time off for rest, illness, and significant life events. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Uruguayan labor legislation provides clear guidelines on annual vacation, public holidays, sick leave, and various forms of parental and special leave. Adhering to these mandates helps businesses effectively manage their workforce while respecting employee rights and well-being.
Annual Vacation Leave
Employees in Uruguay are entitled to a minimum period of paid annual vacation. The length of this entitlement increases with the employee's seniority.
- Minimum Entitlement: After completing one year of service, employees are entitled to a minimum of 20 consecutive calendar days of paid vacation.
- Accrual: For each additional four years of service with the same employer, the minimum vacation entitlement increases by one day.
- Calculation: Vacation days are calculated based on calendar days, including weekends and holidays that fall within the vacation period.
- Payment: Vacation pay must be paid to the employee before the vacation period begins. The payment is typically calculated based on the employee's average earnings.
- Scheduling: While employers generally have the right to schedule vacation periods, they must consider the employee's preferences and ensure the vacation is taken within the legal timeframe, typically within the year following the accrual period.
| Years of Service | Minimum Vacation Days (Calendar Days) |
|---|---|
| 1 | 20 |
| 5-8 | 21 |
| 9-12 | 22 |
| 13-16 | 23 |
| 17-20 | 24 |
| 21+ | 25+ (increasing by 1 day every 4 years) |
Public Holidays
Uruguay observes several public holidays throughout the year. Some holidays are considered "non-working" (feriados no laborables), meaning employees are generally not required to work and are entitled to double pay if they do. Others are "working" holidays (feriados laborables), where work is permitted, and employees receive regular pay.
Here are the public holidays typically observed in Uruguay in 2025:
| Date | Holiday Name | Type |
|---|---|---|
| January 1 | New Year's Day | Non-Working |
| January 6 | Epiphany (Día de Reyes) | Working |
| February 24 | Carnival Monday | Working |
| February 25 | Carnival Tuesday | Working |
| April 14 | Holy Monday | Working |
| April 15 | Holy Tuesday | Working |
| April 16 | Holy Wednesday | Working |
| April 17 | Holy Thursday | Working |
| April 18 | Good Friday | Non-Working |
| April 19 | Battle of Las Piedras | Working |
| May 1 | Labor Day | Non-Working |
| May 18 | Battle of Las Piedras | Working |
| June 19 | Artigas' Birthday | Working |
| July 18 | Constitution Day | Non-Working |
| August 25 | Independence Day | Non-Working |
| October 12 | Columbus Day | Working |
| November 2 | All Souls' Day | Working |
| December 25 | Christmas Day | Non-Working |
Note: Some holidays may be moved to a Monday for a long weekend, depending on the specific year's calendar and official decrees.
Sick Leave
Employees in Uruguay are entitled to paid sick leave in case of illness or injury. The Social Security Bank (Banco de Previsión Social - BPS) is responsible for administering sick pay benefits.
- Entitlement: Employees are entitled to receive sick pay benefits from the BPS after a qualifying period.
- Notification: Employees must notify their employer of their absence due to illness as soon as possible and provide a medical certificate.
- Medical Certification: A medical certificate from a registered doctor is required to justify the absence and claim sick pay benefits.
- Payment: The BPS pays a percentage of the employee's salary as sick pay. The employer is typically responsible for paying the first three days of sick leave in a calendar year, after which the BPS takes over payment. The specific percentage paid by BPS and the duration of benefits depend on the employee's contribution history and the nature of the illness.
| Aspect | Details |
|---|---|
| Initial Payment | Employer pays the first 3 days of sick leave per calendar year. |
| Subsequent Payment | BPS pays benefits from the 4th day onwards. |
| Benefit Amount | Percentage of salary paid by BPS (varies based on contributions/case). |
| Requirement | Medical certificate from a registered doctor. |
Parental Leave
Uruguayan law provides for various types of parental leave, including maternity, paternity, and adoption leave, to support new parents.
Maternity Leave
- Duration: Pregnant employees are entitled to 14 weeks of paid maternity leave.
- Timing: This leave typically starts six weeks before the expected delivery date and continues for eight weeks after the birth. It can be adjusted based on medical necessity.
- Payment: Maternity leave benefits are paid by the BPS, typically at a rate equivalent to the employee's full salary.
Paternity Leave
- Duration: Fathers are entitled to 13 days of paid paternity leave.
- Timing: This leave can be taken around the time of the child's birth.
- Payment: Paternity leave is paid by the BPS.
Adoption Leave
- Duration: Employees adopting a child are entitled to paid leave. The duration is generally 13 weeks for one parent (similar to maternity leave) or shared between both parents.
- Payment: Adoption leave benefits are paid by the BPS.
Other Types of Leave
Beyond the primary categories, Uruguayan law and collective bargaining agreements may provide for other types of leave.
- Bereavement Leave: While not explicitly mandated by general labor law, many collective agreements grant employees a few days of paid leave in the event of the death of a close family member (spouse, child, parent).
- Study Leave: Employees pursuing studies may be entitled to a certain number of days off per year for exams, depending on their industry, collective agreements, and length of service.
- Marriage Leave: Some collective agreements or company policies may grant a few days of paid leave for an employee's marriage.
- Special Leave: Other specific situations, such as attending medical appointments or fulfilling civic duties, may also be covered by specific regulations or agreements.
