In today’s interconnected global workforce, understanding leave entitlements across different countries is essential for both employers and employees. Whether you’re managing an international team, considering relocation, or simply curious about how your country compares, this comprehensive guide breaks down the key leave benefits workers are entitled to around the world.
Understanding the Four Pillars of Leave Entitlements
Before diving into the data, it’s important to understand what each type of leave encompasses:
Annual Leave (also called vacation leave or paid time off) is the number of paid days employees can take off work for rest and recreation. This is typically earned after completing a qualifying period of employment.
Sick Leave provides paid time off when employees are unable to work due to illness or injury. The provision and duration vary significantly by country, with some offering full pay while others provide partial compensation.
Bereavement Leave (also known as compassionate leave) grants employees time off following the death of a family member. The number of days typically depends on the relationship to the deceased.
Public Holidays are nationally recognized days when most businesses are closed and employees receive paid time off. These often reflect cultural, religious, or historical significance.
How Countries Compare: The Complete Picture
The table below provides a comprehensive comparison of leave entitlements across major countries worldwide. Note that these figures represent statutory minimums for full-time employees, and many employers offer more generous benefits.
| Country | Annual Leave (Days) | Sick Leave (Days/Year) | Bereavement Leave (Days) | Public Holidays (Days) | Total Paid Time Off (Days) |
|---|---|---|---|---|---|
| Nepal | 15 | Varies | 3 | 35 | 50+ |
| Cambodia | 18 | Varies | 3 | 28 | 46+ |
| Sri Lanka | 14 | Varies | 3 | 26 | 40+ |
| Colombia | 15 | Varies | 5 | 18 | 38+ |
| India | 12 | 12-24 | 3-5 | 18 | 42-47 |
| Thailand | 6 | 30 | 3 | 19 | 55+ |
| Myanmar | 10 | Varies | 3 | 21 | 31+ |
| Lebanon | 15 | Varies | 3 | 16 | 34+ |
| China | 5-15 | Varies | 1-3 | 11 | 17-29 |
| Japan | 10-20 | Up to 548 days (60%) | 3 | 16 | 26-36+ |
| Argentina | 14-35 | Varies | 3 | 15 | 32-53 |
| Chile | 15 | Varies | 3 | 15 | 33+ |
| Egypt | 21 | Varies | 3 | 13 | 37+ |
| Pakistan | 14 | Varies | 3 | 14 | 31+ |
| South Korea | 15-25 | Varies | 3 | 15 | 33-43 |
| Philippines | 5 | 5 | 3 | 18 | 26+ |
| Austria | 25 | 42+ (100% for 6 weeks) | 3-10 | 13 | 41-48+ |
| Finland | 30 | Up to 300 days (partial) | No statutory | 11 | 41+ |
| France | 25-30 | Up to 365 days (50%) | 3-14 | 11 | 39-55+ |
| Spain | 25 | 365+ (60-75%) | 2-4 | 14 | 41-43+ |
| Sweden | 25 | Up to 364 days (80%) | No statutory | 11 | 36+ |
| Brazil | 30 | Varies | 2-10 | 13 | 45-53+ |
| Russia | 28 | Varies | 5 | 8 | 41+ |
| Denmark | 25 | 30+ (100%) | No statutory | 9 | 34+ |
| Norway | 25 | Up to 365 days (100%) | No statutory | 10 | 35+ |
| Portugal | 22 | Varies | 5 | 13 | 40+ |
| Greece | 20 | 14+ | Varies | 11 | 31+ |
| Italy | 20 | Up to 180 days (50-66%) | 3 | 10 | 33+ |
| Belgium | 20 | Unlimited (100% initially) | 2-10 | 10 | 30-40+ |
| Germany | 20-24 | 42+ (100% for 6 weeks) | 3 | 9-13 | 32-49+ |
| Netherlands | 20 | Up to 730 days (70%) | No statutory | 9 | 29+ |
| Ireland | 20 | Up to 104 weeks (varies) | No statutory | 10 | 30+ |
| Poland | 20-26 | Varies | Varies | 13 | 33-39+ |
| Switzerland | 20 | Up to 730 days (80%) | No statutory | 4 | 24+ |
| Croatia | 20 | Varies | 7 | 13 | 40+ |
| Slovenia | 20 | Unlimited (80-100%) | 7 | 13 | 40+ |
| Czech Republic | 20 | Varies | Varies | 13 | 33+ |
| Slovakia | 20-25 | Varies | 2-3 | 15 | 37-43+ |
| Australia | 20 | 10 (100%) | 2 | 8-11 | 38-41 |
| New Zealand | 20 | 10 | 3 | 11 | 44 |
| United Kingdom | 28 (inc. holidays) | Up to 28 weeks | No statutory | 8-10 | 28-38 |
| Canada | 10 | Varies by province | 2-5 (varies) | 5-9 | 17-24+ |
| United States | 0 (no federal law) | 0 (no federal law) | 0 (no federal law) | 11 | 11 |
| Mexico | 6-12 | Varies | 3 | 7 | 16-22+ |
| Singapore | 7-21 | 14 | 3-5 (no statutory) | 11 | 32-37+ |
| South Africa | 21 | Varies | 3 | 12 | 36+ |
| Iceland | 24 | 24+ (100%) | No statutory | 13 | 37+ |
| Luxembourg | 25 | 77+ (100%) | Varies | 11 | 113+ |
| UAE | 30 | 90 (full/half/no pay) | Varies | 13 | 43+ |
Note: “Varies” indicates that provisions depend on provincial/state law, employment contracts, tenure, or illness severity. “No statutory” means there’s no legal requirement, though many employers provide it.
Key Insights from the Data
Annual Leave Leaders
Several countries stand out for their generous annual leave policies:
- Brazil, France, Finland, and UAE lead with 30 days of paid annual leave
- Most European Union countries provide a minimum of 20-25 days, in compliance with EU directives
- New Zealand, Australia, and several EU nations offer 20 days as standard
- The United States notably has no federal requirement for paid annual leave, making it unique among developed nations
Sick Leave Provisions
Sick leave policies vary dramatically in both duration and payment:
- Norway and Iceland provide up to one year of fully paid sick leave
- Switzerland offers up to 2 years at 80% pay
- Luxembourg grants 77 days at 100% salary
- Germany and Austria provide 6 weeks at full pay
- Denmark offers 30 days at full salary
- Sweden provides up to one year at 80% pay
- Australia gives 10 days at full pay annually
- The United States has no federal sick leave requirement
Bereavement Leave Standards
Compassionate leave policies reflect cultural attitudes toward grieving:
- Croatia, Slovenia, North Macedonia, and Ukraine offer 7 days for close family members
- France, Cyprus, Portugal, Russia, Lithuania, and Serbia provide 5 days
- France recently increased leave to 14 days for the death of a child under 25
- Most countries provide 2-3 days as standard
- Belgium offers 3-10 days depending on relationship to deceased
- Many countries including Ireland, Norway, Finland, and Denmark have no statutory bereavement leave, leaving it to employer discretion
Public Holidays
The number of public holidays varies based on cultural, religious, and historical factors:
- Nepal tops the list with 35 public holidays annually
- Cambodia offers 28 days
- Sri Lanka provides 26 days
- Colombia grants 18 public holidays
- Most European countries have 9-13 public holidays
- New Zealand offers 11 public holidays
- Australia provides 8-11 depending on the state
- United States has 11 federal public holidays
- Switzerland has only 4 national public holidays (though cantons may add more)
Total Time Off: The Complete Picture
When combining all forms of paid leave, some countries offer significantly more rest time than others:
Top Countries for Total Time Off:
- Luxembourg – 113+ days (25 annual + 77+ sick + 11 holidays)
- Brazil – 45-53+ days (30 annual + variable sick + 13 holidays)
- Austria – 41-48+ days (25 annual + 42+ sick + 13 holidays)
- Finland – 41+ days (30 annual + variable sick + 11 holidays)
- France – 39-55+ days (25-30 annual + variable sick + 11 holidays)
Countries with Limited Statutory Protections:
- United States – 11 days (0 annual + 0 sick + 11 holidays federally mandated)
- Singapore – 32-37+ days (though this varies significantly with tenure)
- Mexico – 16-22+ days (6-12 annual + variable sick + 7 holidays)
Regional Trends
Europe
European countries generally lead in employee leave benefits, driven by EU directives requiring minimum standards. The EU mandates at least 4 weeks of paid annual leave, and many countries exceed this. Northern European countries particularly excel in sick leave provisions.
Asia-Pacific
This region shows tremendous variation. While countries like Japan and South Korea offer competitive leave packages, others like the Philippines and Singapore start with minimal statutory requirements that increase with tenure.
Americas
The Americas present stark contrasts. While Brazil offers 30 days of annual leave, the United States has no federal requirement. Canada falls in between with provincial variations.
Middle East
Countries like the UAE offer generous annual leave (30 days) but may have different sick leave structures with varying payment percentages.
Important Considerations
When interpreting this data, keep in mind:
- Statutory vs. Actual: These figures represent legal minimums. Many employers, especially in competitive industries and for senior positions, offer more generous packages.
- Qualifying Periods: Most annual leave entitlements require completing a minimum service period, often 6-12 months.
- Part-Time Workers: Benefits are typically prorated for part-time employees.
- Public Holidays: Some countries include public holidays in annual leave entitlements, while others treat them separately.
- Tenure-Based Increases: Many countries increase leave entitlements based on years of service.
- Sick Leave Complexity: Sick leave often involves employer-paid periods followed by government benefits, with varying payment percentages.
- Cultural Variations: Bereavement leave often depends on cultural and religious practices, with some countries having no statutory requirements but strong employer customs.
The Global Perspective
The variation in leave entitlements worldwide reflects different philosophies about work-life balance, social protections, and the role of government in regulating employment conditions. While some countries mandate extensive protections, others leave such matters to market forces and individual employment contracts.
For employees, understanding these entitlements is crucial when evaluating job offers, planning international moves, or simply appreciating your current benefits. For employers with international teams, compliance with local leave laws is not just a legal requirement but also a critical factor in attracting and retaining talent.
The trend in many developed economies is toward recognizing the importance of adequate rest and recovery time, with some jurisdictions recently expanding bereavement leave and sick leave provisions. As the nature of work continues to evolve, these policies will likely continue adapting to meet the needs of modern workforces.
Conclusion
Leave entitlements vary dramatically across the globe, from countries offering 50+ days of combined leave to those with minimal statutory protections. While annual leave and public holidays are fairly standardized within regions, sick leave and bereavement leave show the greatest variation in both availability and generosity.
Whether you’re an employer managing a global workforce, an employee considering international opportunities, or a policy maker reviewing labor standards, this comparison highlights the diverse approaches countries take to ensuring workers have adequate time for rest, recovery, and personal matters.
As the global conversation around work-life balance continues to evolve, understanding these international differences becomes increasingly important in creating fair, competitive, and sustainable employment practices worldwide.
Data compiled from various sources including government labor departments, the International Labour Organization, and employment law databases. Figures represent 2024-2025 statutory minimums and are subject to change. Individual circumstances, collective agreements, and employer policies may result in more generous entitlements.