by Ronnel Barreto, Brightmine International Legal Editor
Welcome to the Brightmine interactive world map showing paid leave entitlements in 28 countries. This visual tool allows you to explore how many days of paid leave employees are entitled to in different regions.
Statutory annual leave – referred to variously as holiday, vacation, earned leave, leave or paid time off (PTO) – generally refers to the minimum amount of PTO that employers are legally required to provide to employees under national labor laws.
Statutory annual leave entitlement varies widely between countries and is influenced by a multitude of legal, employee-specific and organizational factors. Variations include:
- Length of service: In many countries, the number of annual leave days increases with an employee’s tenure, rewarding loyalty and dedication to an organization.
- Employee characteristics: Factors such as age, seniority, health status and parental responsibilities can impact the amount of leave an employee is entitled to.
- Employment status: Whether an employee is part-time or full-time can affect their annual leave entitlement, with part-time employees often receiving leave on a pro-rata basis.
- Geographical location: The location of work can also influence statutory leave entitlement, with some regions within a country having specific regulations that determine annual leave days.
- Organization size: Larger organizations may have different leave policies compared to smaller businesses, considering their resources and workforce dynamics.
Annual leave entitlements in Europe
Hover over the country you want to know about for more detailed insights.
Annual leave entitlements in North and South America
In the US, a private employer is not required by federal or most state laws to provide paid or unpaid vacation time. However, if employers choose to provide vacation time as a benefit to employees, they may have certain compliance requirements.
Understanding the statutory annual leave entitlements for employees across the globe is crucial for global employers for several reasons:
- Compliance: Ensures legal adherence and prevents penalties
- Cost management: Helps plan for staffing needs during peak vacation times
- Dispute prevention: Minimizes conflicts over time off requests or scheduling issues
- Consistency: Promotes fairness across all company locations
- Business continuity: Enables better workflow planning during employee absences
- Wellbeing support: Encourages rest and relaxation for improved employee health
For multinational employers, choices regarding annual leave benefits – whether following statutory minimums or offering more generous packages – may play a key role in shaping the expenditures associated with hiring full-time staff, and so impacting decisions related to business location.
About the author
Ronelle (Elle) Barreto
International Legal Editor, Brightmine
Elle focuses on editing the International country guides, collaborating with local lawyers to provide updates and insights into the legislation for different jurisdictions.
Elle is a former practicing employment law attorney with over 20 years’ experience in the public, corporate and political sectors in both South Africa and the UK. Before joining Brightmine, she served as a litigation attorney, senior manager for KPMG’s employment law advisory practice, parliamentary researcher (labour and public enterprises) and HR manager. In addition to a legal career, Elle has more than five years’ experience in academic research focusing on trends in the legal framework around precarious forms of work.
Elle holds a PhD in Business and Law (UK), Masters in Research in Business Management (UK), Masters in Employment Law (South Africa), Bachelor of Laws (LLB) (South Africa), and BA in Law and Industrial Psychology (South Africa).
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