Leave is a period when the worker is absent from work and is not undertaking their work assignments and duties. The Macedonian labour legislation defines paid and unpaid leave.
In the case of a worker using paid leave from work, they are entitled to remuneration to salary. In the case of a worker using unpaid leave, they are not entitled to remuneration to salary and their rights and obligations related to employment are suspended. Following the end of unpaid leave, the worker is entitled to return to the same job at the employer or to undertaking the same work matching their professional training.
Cases of paid leave from work are the following:
Paid leave from work due to pregnancy, childbirth and parenthood
Leave of absence due to pregnancy, childbirth and parenthood (maternity leave) contains two specific periods of leave – leave for protecting ‘motherhood’ (covering the period of pregnancy and childbirth) and leave for ‘parenthood’ (subsequent to leave due to pregnancy and childbirth).
The duration of maternity leave varies depending on the number of children born. If the worker gives birth to one child, maternity leave is nine months without interruptions, and in the case of multiple births (twins, triplets or more), the maternity leave is 15 months. Leave due to pregnancy, childbirth and parenthood starts from the moment when the worker begins exercising said right, or 45 days prior to delivery at the earliest, and 28 days prior to delivery at the latest. Total maternity leave (9 or 15 months) consists of a ‘mandatory’ part which must be used by the worker, and an ‘optional’ part.
The mandatory part of leave due to pregnancy, childbirth and parenthood covers the period from 28 days prior to delivery (mandatory period to start maternity leave) up to 45 days following delivery (as mandatory post-natal care). The optional part allows for increased flexibility for workers to choose the length of their leave of absence, however within a total period of 9 or 15 months. A worker may choose when to start her maternity leave (in the period from 45 to 28 days prior to delivery), and when to stop paid maternity leave and return to work following the completion of the ‘mandatory part’ of maternity leave (45 days after delivery). In such circumstances the worker is entitled to double financial compensation – salary (due to return to work and undertaking assignments) and salary compensation in the amount of 50% as defined for maternity leave (financial compensation for the ‘unused’ time period on maternity leave). In addition to maternity leave, workers are entitled to paid breaks for breastfeeding until the child reaches one year of age. The paid break for breastfeeding is an hour and a half per day including the daily break.
Cases of unpaid leave from work are the following:
The Labour Rights Campaign is implemented
by the Economic and Social Council supported by Strengthening Social Dialogue.
The project is funded by the European Union, and implemented by the International Labour Organization
The content is sole responsibility of the Strengthening the Social Dialogue Project
and does not necessarily reflect the positions of the European Union.
The Labour Rights Campaign is implemented
by the Economic and Social Council supported by Strengthening Social Dialogue.
The project is funded by the European Union, and implemented by the International Labour Organization
The content is sole responsibility of the Strengthening the Social Dialogue Project
and does not necessarily reflect the positions of the European Union.