In Uruguay, most types of leave are governed by statutory requirements. Employees are entitled to paid annual leave, sick leave, and several other paid leave types for family, personal, and civic obligations.
This article explains the main statutory leave entitlements, including how leave is paid, when supporting documentation may be required, and how public holidays are handled.
Paid Leave
Annual Leave (Vacation)
Duration: Employees are entitled to a minimum of 20 business days of annual leave. The entitlement increases by 1 day for every 4 years of service.
21 days for 5–9 years of service
22 days for 10–14 years of service
Additional days apply as service increases.
Pay: Employees receive their regular salary plus a mandatory vacation bonus equal to 100% of the salary corresponding to the leave period.
Scheduling: Annual leave is generally taken as a single period rather than split into multiple periods.
First-year entitlement: Leave is prorated based on time worked, at approximately 1.66 days per month worked.
Sick Leave
Duration: Sick leave may be granted for up to 1 year, with possible extensions depending on the circumstances.
Pay: The employer pays the employee's full salary for the first 3 days. From the 4th day onward, eligible employees receive a statutory social security subsidy of 70% of taxable income, subject to applicable caps.
Eligibility: The statutory subsidy generally applies once the employee has contributed to social security for at least 3 months.
Documentation: A medical certificate is required from the 4th day of sickness.
Maternity Leave
Duration: 14 weeks, typically consisting of 6 weeks before childbirth and 8 weeks after childbirth.
Pay: Paid in accordance with the applicable statutory framework.
Purpose: Provides time for recovery and adjustment following childbirth.
Paternity Leave
Duration: 10 days.
Pay: Fully paid under the applicable statutory framework.
Purpose: Provides time for the second parent to bond with and support the family following a birth.
Parental Care Leave
Duration: Employees may reduce their working time to 50% of their normal schedule for up to 6 months.
Pay: Paid in accordance with the applicable statutory framework.
Purpose: Allows a parent to continue providing care for a child following childbirth while working a reduced schedule.
Marriage Leave
Duration: 3 days.
Pay: Fully paid.
Documentation: Supporting documentation may be requested.
Purpose: Provides time off in connection with an employee's marriage.
Bereavement Leave
Duration: 3 days.
Pay: Fully paid.
Purpose: Applies in the event of the death of a parent.
Study Leave
Duration: 6, 9, or 12 days per year, depending on eligibility.
Pay: Fully paid.
Purpose: Available to eligible employees enrolled in an educational institution.
Blood Donation Leave
Duration: Up to 2 days per year.
Pay: Fully paid.
Purpose: Provides paid time off for eligible blood donation events.
Jury Leave
Duration: Covers the time required for jury duty or other applicable court obligations.
Pay: Fully paid.
Purpose: Allows employees to attend court when required to serve as a juror.
Unpaid Leave
Uruguay does not provide a broad statutory entitlement to annual unpaid leave.
Unpaid leave is generally handled on a case-by-case basis, subject to employer approval. It should therefore be treated as an exception rather than a standard statutory benefit.
Public Holidays
Check out Uruguay Public Holiday Calendar
If a public holiday falls on a weekend, there is generally no automatic additional day off.
Important Considerations
Vacation bonus
Uruguay requires a 100% vacation bonus in addition to the employee's regular pay for the applicable vacation period. Payroll calculations should account for this additional payment and any applicable interaction with the 13th-month salary.
Supporting documentation
Certain types of leave may require supporting documentation. This can include sick leave, marriage leave, and bereavement leave.
Vacation scheduling
Annual leave is generally taken in a single period, so employees and employers should plan vacation dates in advance.
Statutory minimums
This article summarizes statutory minimum entitlements. Employees should confirm their specific entitlement with their HR contact, as an employment agreement, collective agreement, or company policy may provide additional benefits.
Note: Leave entitlements and statutory requirements may change. Always refer to the applicable local regulations and payroll guidance when determining an employee's specific entitlement.