In the disputed territory of Western Sahara, the legal system is influenced by a complex mix of Moroccan control and the claims of the Sahrawi Arab Democratic Republic (SADR) for independence. This complexity makes it challenging to find readily accessible, centralized information on labor regulations, including holiday leave, specifically for Western Sahara. Most of the available resources focus on labor laws within the Kingdom of Morocco.

Important Considerations

Labor practices, including holiday leave, might differ significantly between areas controlled by Morocco and areas controlled by the SADR. For a potential point of reference, an overview of holiday leave entitlements in Morocco could be provided, understanding that it might not directly reflect the situation in Western Sahara.

Western Sahara is a disputed territory, with its legal status and governing authority contested between Morocco and the Sahrawi Arab Democratic Republic. This creates a complex situation where labor laws and entitlement may depend on which power you recognize. Reliable and up-to-date information on labor regulations specifically for Western Sahara can be difficult to obtain.

If Moroccan Labor Laws Apply

If Moroccan labor laws extend to Western Sahara, the following guidelines are likely to be relevant:

• Article 24 of the Moroccan Labor Code provides the base entitlement for annual leave. This includes 1.5 working days of leave per month of continuous service and 2 working days of leave per month of continuous service for employees under 18.
• Article 25 of the Moroccan Labor Code specifies that entitlements increase by 1.5 days for every five years of service.

If Sahrawi Regulations Prevail

If the Sahrawi Arab Democratic Republic has its own labor laws specific to Western Sahara, then the entitlements would likely be defined within those regulations. Unfortunately, finding official and readily accessible sources outlining these laws is challenging.

Additional Factors to Consider

• Individual companies in Western Sahara may offer more generous vacation leave policies than the legal minimum set by either Moroccan law or potential Sahrawi regulations.
• If present, any relevant collective bargaining agreements may contain provisions on vacation leave that supersede legal minimums.

In Western Sahara, there are several potential types of leave that employees may be entitled to. These are based on the Moroccan Labor Code and may include:

Annual Leave

According to Article 24 of the Moroccan Labor Code, employees are entitled to 1.5 to 2 working days per month of service. This entitlement increases by 1.5 days for every five years of service.

Sick Leave

Sick leave provisions are not explicitly outlined in the readily available excerpts of the Moroccan Labor Code. However, such provisions are typical in labor laws worldwide. Further investigation into the full Moroccan Labor Code or potential Sahrawi regulations would be needed for confirmation.

Maternity Leave

Maternity leave provisions likely exist, but would require specific legal references depending on whether Moroccan or Sahrawi regulations apply.

Paternity Leave

Similar to maternity leave, paternity leave likely exists but would require specific legal sourcing.

Bereavement Leave

Provisions for bereavement leave are common in labor laws, though their extent would need to be checked against relevant Western Saharan regulations.

Important Considerations

This guide outlines potential types of leave. Confirmation relies on obtaining the full Moroccan Labor Code and any specific labor regulations established by the Sahrawi Arab Democratic Republic. Companies might have additional leave policies beyond any legal minimums. Existing collective agreements could significantly expand leave rights.

Obtaining accurate information about the types of leave guaranteed in Western Sahara necessitates consulting with local legal professionals or labor authorities due to the complex and potentially limited sources of information.