Managing employee leave and vacation entitlements is a crucial aspect of compliance and employee satisfaction when operating in Estonia. Estonian labor law provides clear guidelines on various types of leave, ensuring employees receive adequate time off for rest, illness, family responsibilities, and personal development. Understanding these regulations is essential for employers to maintain legal compliance and foster a positive working environment.
Employers in Estonia must adhere to specific requirements regarding annual leave, public holidays, sick leave, and various forms of parental leave. Navigating these entitlements requires careful attention to detail to ensure accurate calculation and provision of leave days and associated pay.
Annual Vacation Leave
Employees in Estonia are entitled to a minimum amount of annual vacation leave. The standard minimum duration for annual leave is 28 calendar days per year. Certain categories of employees, such as minors and employees with reduced working capacity, are entitled to longer annual leave, typically 35 calendar days.
Annual leave accrues proportionally to the time worked during the calendar year. Employees are generally entitled to take their full annual leave after working for the employer for at least six months. Leave can be taken in parts, but one part must be at least 14 calendar days long, unless otherwise agreed. Employers must prepare a vacation schedule for the calendar year by March 31st, which should be made available to employees. Unused annual leave generally carries over to the next year but must be used within a specific timeframe, typically within one year after the end of the calendar year for which it was calculated.
Public Holidays
Estonia observes several public holidays throughout the year. On these days, employees are generally entitled to time off with pay. If an employee is required to work on a public holiday, they are typically entitled to receive double pay or compensatory time off.
Here are the public holidays observed in Estonia in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| February 24 | Independence Day |
| April 18 | Good Friday |
| April 20 | Easter Sunday |
| May 1 | Spring Day |
| June 8 | Whit Sunday |
| June 23 | Victory Day |
| June 24 | Midsummer Day |
| August 20 | Day of Restoration of Independence |
| December 24 | Christmas Eve |
| December 25 | Christmas Day |
| December 26 | Boxing Day |
Sick Leave
Employees in Estonia are entitled to sick leave when they are temporarily unable to work due to illness or injury. The process involves obtaining a digital sick leave certificate from a doctor.
Sick pay is calculated based on the employee's average income. The responsibility for paying sick leave is shared between the employer and the Estonian Health Insurance Fund (Haigekassa).
- Day 1: No compensation is paid.
- Days 2 to 5: The employer pays sick compensation at a rate of 70% of the employee's average daily wage.
- From Day 6 onwards: The Health Insurance Fund pays sick compensation at a rate of 70% of the employee's average daily wage.
There is a maximum duration for receiving sick pay from the Health Insurance Fund, which is typically 182 consecutive calendar days (or 250 days in case of tuberculosis) within a 365-day period.
Parental Leave
Estonian law provides comprehensive parental leave options, including maternity leave, paternity leave, and parental leave, designed to support parents in caring for their newborns and young children.
- Maternity Leave: A pregnant employee is entitled to maternity leave, typically starting 70 days before the estimated date of delivery and lasting for a total of 140 calendar days. During this period, the employee receives maternity benefit from the Health Insurance Fund, calculated based on their previous year's social tax payments.
- Paternity Leave: The father is entitled to 30 calendar days of paternity leave, which can be taken flexibly within two months before the estimated date of the child's birth and up to the child's third birthday. Paternity benefit is paid by the Health Insurance Fund.
- Parental Leave: Either parent is entitled to parental leave until the child reaches three years of age. This leave can be taken by one parent at a time or shared. During parental leave, the parent is entitled to parental benefit from the Social Insurance Board, which is calculated based on previous income, with minimum and maximum thresholds. There is also a shared parental benefit period that parents can divide between themselves.
Additionally, parents are entitled to several days of paid leave per year to care for a child under 14 years of age or a disabled child under 18 years of age.
Other Types of Leave
Beyond the main categories, Estonian law recognizes several other types of leave that employees may be entitled to:
- Study Leave: Employees pursuing education are entitled to study leave. This includes 30 calendar days of paid study leave per year for formal education and 15 calendar days for completing formal education (e.g., defending a thesis). Additional unpaid leave may also be granted.
- Bereavement Leave: While not explicitly defined as a separate mandatory leave type with specific duration in the Employment Contracts Act, employers often grant leave in case of the death of a close family member based on internal policies or collective agreements.
- Leave for Fulfilling Public Duties: Employees are entitled to time off to fulfill unavoidable public duties, such as serving on a jury or attending court as a witness.
- Unpaid Leave: Employees can request unpaid leave, which is subject to agreement between the employer and the employee.
Understanding and correctly implementing these various leave policies is vital for employers operating in Estonia to ensure compliance and support their workforce effectively.
