Mongolia's labor laws establish minimum standards for various types of leave to protect employee well-being and work-life balance. Employers must adhere to these regulations, which cover annual leave, public holidays, sick leave, and parental leave, among others. Understanding these requirements is crucial for businesses operating in Mongolia to ensure compliance and maintain positive employee relations.
Mongolian labor law outlines specific entitlements for different types of leave, including minimum durations and compensation levels. These provisions aim to provide employees with adequate time off for rest, personal matters, and family responsibilities. The following sections detail the specific regulations governing vacation, holidays, sick leave, parental leave, and other types of leave in Mongolia.
Annual Vacation Leave
Mongolian labor law guarantees employees a minimum amount of paid annual leave. The standard minimum annual leave entitlement is 15 working days. Certain categories of employees, such as those working in hazardous conditions or with long service, may be entitled to additional leave days. Collective agreements or employment contracts can also provide for more generous annual leave entitlements than the statutory minimum.
Employees are generally eligible to take their annual leave after completing six months of continuous service with the employer. The timing of the leave is typically agreed upon between the employer and employee, taking into account the needs of both parties. Unused annual leave can sometimes be carried over to the following year, subject to certain limitations.
Public Holidays
Mongolia observes several public holidays each year, during which employees are generally entitled to time off work. The following table lists the main public holidays in Mongolia:
| Holiday Name | Date |
|---|---|
| New Year's Day | January 1 |
| Lunar New Year (Tsagaan Sar) | Varies (usually Feb/Mar) |
| International Women's Day | March 8 |
| Nauryz | March 22 |
| Children's Day | June 1 |
| National Day (Naadam) | July 11-15 |
| Independence Day | December 29 |
If a public holiday falls on a weekend, it is usually observed on the following Monday. Employees who are required to work on a public holiday are typically entitled to overtime pay or compensatory time off.
Sick Leave
Employees in Mongolia are entitled to sick leave if they are unable to work due to illness or injury. To be eligible for sick leave, employees typically need to provide a medical certificate from a recognized healthcare provider.
The duration and payment of sick leave are governed by social insurance regulations. Generally, employees are entitled to receive a percentage of their regular salary during sick leave, with the exact amount depending on their length of service and contributions to the social insurance fund. The employer usually pays sick leave for a certain number of days, after which social insurance benefits take over.
Parental Leave
Mongolian labor law provides for various types of parental leave, including maternity leave, paternity leave, and adoption leave.
- Maternity Leave: Female employees are entitled to maternity leave for childbirth. The duration of maternity leave is typically 120 days, which can be extended in certain cases, such as multiple births or complications. During maternity leave, employees receive benefits from the social insurance fund, usually a percentage of their regular salary.
- Paternity Leave: Fathers are entitled to a certain period of paternity leave following the birth of their child. The duration of paternity leave is typically 3 to 5 days.
- Adoption Leave: Employees who adopt a child are entitled to adoption leave, which is generally similar in duration and benefits to maternity leave.
Other Types of Leave
In addition to the above, Mongolian labor law and company policies may provide for other types of leave, such as:
- Bereavement Leave: Employees may be granted bereavement leave in the event of the death of a close family member. The duration of bereavement leave can vary depending on the employer's policy.
- Study Leave: Employees may be granted study leave to pursue further education or training. The terms of study leave, including whether it is paid or unpaid, are typically agreed upon between the employer and employee.
- Sabbatical Leave: Some employers may offer sabbatical leave to employees for personal or professional development. Sabbatical leave is typically unpaid and granted at the employer's discretion.
