This policy relates to the types of leaves that GitLab offers and the guidelines associated with each leave type. Training on our PTO policy is included as part of a team member's onboarding, and is also available here for reference or if a refresher is needed.
Time away from work can be extremely helpful for maintaining a healthy work/life balance. GitLab encourages managers and leadership to set the example by taking time off when needed, and ensuring their reports do the same.
Taking time off is not a selfish behavior. Not only is time away from work aligned with GitLab's operating principle Family and friends first, work second, but it is vital to maintaining mental health. It is also a core part of the creative process.
It is important to take time off to recharge batteries and refresh the mind so you can come back to GitLab with renewed energy and be prepared to do your best work ever!
This page is written with a focus on vacation. The below recommendations on communicating your time off apply to time off for all reasons where possible and avoid concerns of health, safety, or job abandonment. If taking time off for medical needs or sick time, whether physical or mental, please follow our Sick Time Policy.
If you are taking Parental Leave, please see our Parental Leave Policy.
A support engineer remarked that “In the 3 months I've been at GitLab, I've taken more time off than the last 2 years at my previous job.”
Another great example of taking time off is a GitLab team member taking a day to do some spring cleaning. Vacations don't have to be trips to exotic places, but instead could be taking some time for oneself at home.
If you are taking Parental Leave, please see our Parental Leave Policy.
Paid time off is in addition to any official public holidays that apply to the country where you live, and Friends and Family days. When accounting for in Time Off by Deel, please use the label
Public Holiday or
Friends and Family. This helps us to ensure that all of our Team Members are meeting at least the Statutory Vacation Requirements.
As we all work remotely it can sometimes be difficult to know when and how to plan time off. Here is some advice and guidance on how this can be done in an easy and collaborative way. Please note that for audit and compliance purposes, all team members are required to use Time Off by Deel as the single source of truth to accurately track and communicate all time off.
Note: Time off by Deel should not be used if working but working asynchronously. Instead, please follow the communicating your async work days section of the asynchronous handbook.
[email protected]for a special request. You will need additional permission if you want to take more than 25 consecutive calendar days (including weekends and holidays) off. The 25 calendar day limit is per vacation, not per year. You can have multiple vacations per year that add up to more than 25 calendar days in total; there is no limit to this.
🌴 Vacationoption in Time Off by Deel.
[email protected]with your specific request and the Absence Management Team will complete your request, per the instructions. Events can only be changed after the Time Off by Deel event has completed itself.
We recognize this list may not encompass all state or local public holidays, but please follow the guidance above–if public schools or government offices in your location are closed–then please enter your time off as a public holiday in Time Off by Deel. For any questions related to holidays or how to categorize time off please reach out to
If you decide to work on a holiday and then take another day off in lieu of the actual holiday date, we ask that you choose Public Holiday as a PTO category, and in the section
What is this OOO for? please clarify that this day is taken in lieu of the actual holiday date.
Please note that Public Holidays will be listed in Time Off by Deel with a Length of 0 days (0 hours).
Communicate broadly when you will be away so other people can manage time efficiently, projects don't slip through the cracks, and so that you don't get bothered while away.
OOO from YYYY-MM-DD to YYYY-MM-DD, please contact XXX for assistance.
helpto indicate which weeks you won't be able to participate. Pairings will automatically resume when you’re back.
Hey team, just a reminder that I’m out today. Please take a look at my open tickets. Thanks!
Hello team, I am out of the office for the next several days. Please double check the pending tasks on our team's Google Doc for any upcoming deadlines.
Emergencies, by definition, are unexpected. They can range from natural disasters, terrorist events, accidents, family deaths, hospitalization and any other unexpected situation. During these times we ask team members to use their best judgement as well as listen to and adhere to public safety officials when possible. If an unexpected emergency occurs please contact your manager via Slack or email as soon as possible if you will be unavailable or unable to work. This will allow your manager to confirm your safety and reassign any critical work during your absence. Please make sure you've added at least one emergency contact in Workday. We will only contact your emergency contact if we are unable to reach you via Slack, email or phone. We also recommend that if you are able, to use the
Public Emergency OOO category in Time Off by Deel.
Returning from PTO of any length can feel overwhelming. Consider implementing these strategies when returning from time off in order to make the most of the rest and reflection you've achieved.
Remember that it's normal to take extra time to catch up after returning from paid time off. Taking time off doesn't mean that you need to work extra hours before or after your vacation. When taking extended time off, expect to have reduced capacity to take on new work the week of your return while you're catching up on the work that happened while you were away. Remember that it's impossible to know everything.
Honor a window of transition when returning from PTO and recognize that rest and time off is productive. Big, reflective moments may happen when you take a step back and reflect. Before catching up on all missed emails and Slack messages, consider first revisiting priority projects to take action on these reflections. In our interview about managing burnout, John Fitch described this approach as spending time working on your projects, rather than in your projects. This could look like blocking off a few days with no meetings to complete deep work on an OKR or hosting a collaborative session with your team to brainstorm.
When returning from paid time off, it can be helpful to schedule a coffee chat or two on the day of your return to get caught up, share stories from your time off, and simply reconnect with your team members. It also provides a nice break from to-dos and unread emails. This type of conversation may occur organically in a colocated office but needs to be managed with intent in an all-remote company.
The People Operations team is able to adjust active PTO events and past PTO events. If you need the team to adjust an event, please send an email to
[email protected] with the dates and time e.g. 'please remove two hours of PTO from October 31st'.
We encourage everyone to fully step away from work on their days off but understand that unforseen events can arise.
Sick time refers to the time away a team member needs to recover from short-term (non-chronic, or reoccurring) illness such as but not limited to COVID-19, menstrual pain, cold/flu, surgery, care for a close family member recovering from illness, or for preventative reasons like a doctor’s appointment. Eligible family members includes but may not be limited to: parent(s), child(ren), spouse, domestic partner, grandparent(s), grandchild(ren), or sibling(s).
In keeping with our values of CREDIT, we have crafted the following protocols around GitLab's global sick time policy available to all GitLab team members. Team members may be eligible for their own country's Sick Time Policies and should review eligiblilty under these policies as they may offer more time away or have different reporting procedures. We understand team members experience situations when they need continuous time away from work (5 days or more) to care for themselves or a family member, or situations when they just need a few days (less than 5), GitLab's Sick Time policy is applicable in both situations.
*Sick time does not get paid out in case of termination, nor does it reduce your final paycheck in case of a negative balance.
*Team members in France, Netherlands, and U.S, please read specific reporting procedures below.
All team members, regardless of the duration of sick time, are required to notify GitLab of their absence. Team members must notify their Manager, first, and then enter the time away in Time Off by Deel by selecting the label
Out Sick. If your sick time extends beyond 5 days, or less per your country's statutory sick time reporting requirements, team members are required to notify the Absence Management Team ([email protected]) first, and then enter the time away into Time Off by Deel.
Continuous Time Away (in excess of 5 days or more), or Non-Continuous if related to the same illness:
Whenever allowed by law, GitLab's Sick Time Policy will supplement a team member's pay up to 100% of their regular salary for up to 25 working days of continuous absences, and run concurrently with any statutory Sick Leave policies team members are eligible for. Eligibility is calculated on a rolling 12-month period, and only pertains to absences when team members need to be away from work for 5 or more continuous days or non-continuous if related to the same illness.
We understand some team members may need additional time away to care for a sick family member, but many countries do not offer statutory family care leave and/or pay when needing to care for a sick family member. If a team member is not eligible for statutory family care leave or pay in their country, GitLab will provide an additional 25 working days of sick time to care for their family member. This means, a team member in a country that does not provide statutory family care leave and/or pay is eligible to receive 25 working days of sick leave for their own condition, plus an additional 25 working days of sick leave to care for an ill family member. Eligibility is contingent on providing evidence, in accordance with local requirements, supporting the need for Sick Leave to care for their ill family member. (see medical certificate/doctor's note below for more information)
Non-Continuous Absences or absences less than 5 continuous days:
If you or a loved one is ill, we want you to take care of yourself or your loved one(s). To facilitate this, you should take sick time when you need it, but you still need to report when you take sick time by notifying GitLab first and then entering the dates in Time Off by Deel by selecting the label
* Once entered in Time Off by Deel, your sick time will be automatically updated in BambooHR and payroll can note and update any other systems if needed.
If you end up more than 5 consecutive calendar days, or 5 non-continuous calendar days related to the same illness, please follow the instructions in the Communicating Illness-Related Leave section.
In the United States, team members may experience a qualifying condition under the Family Medical Leave Act (FMLA) after 3 days of continuous or non-continuous absences (if related to the same condition). If you are missing more than 3 calendar days of work due to a serious medical condition or to care for a family member with a serious medical condition, your time away will be reviewed to determine if it qualifies as leave under the Family Medical Leave Act (FMLA) and/or any concurrent state sick leave statutes. Team Members are required to notify the Absence Management Team [[email protected]] no later than the 5th consecutive/non-consecutive absence, so that the time away can be processed under the applicable leave laws, but may notify the Absence Management Team as of the 3 consecutive/non-consecutive day.
Please be aware that certain states in the US require you to notify your employer of the need for a medical leave prior to your first day of leave whenever possible. To ensure timely reporting and prevent any delays in your pay, please follow the instructions listed in the Family Medical Leave Act handbook section to report your time away.
Sick Pay will be coordinated with Short-Term Disability, and/or the equivalent State pay benefits.
Employees of GitLab B.V. have further rights and responsibilities regarding sick time based on Dutch law, as written into their employment contracts:
[email protected]by the Manager and team member (if able).
See the France S.A.S. benefits page.
Please be aware that certain countries require a medical certificate, doctor's note or similar type of documentation for your sick time. Please review your employment contract or your country's Sick Time policy to determine what documentation may be needed.
Eligibility for GitLab's Sick Time policy will require team members to provide evidence, in accordance with local requirements, supporting the need for Sick Leave.
Team Members should email the documentation to Absence Management team ([email protected]).
In the unfortunate event that a team member is dealing with a medical situation, they are under no obligation to reveal details to their manager directly. Instead, you can reach out to the Absence Management Team
[email protected]. The Absence Management Team will inform the People Business Partner and Manager on a need-to-know basis, but will only provide details related to leave dates; not illness. If the manager does become aware of the team members illness, the manager should under no circumstances reveal any illness-related leave to other team members to ensure we respect the privacy of the team member affected.
If you believe you need reasonable accommodations to perform the essential functions of your job in accordance with applicable law(s), please email [email protected] (Non-US Only). US team members please follow the steps outlined in the handbook.
If a team member starts the conversation with their manager, or People Business Partner, the manager or People Business Partner should either reach out to the Absence Management Team by emailing
[email protected], or direct the team member to follow the steps outline in the handbook (links above).
The Absence Management Team will keep a log of all accommodation requests. What can (or must) be accommodated varies from location to location. GitLab will comply with the applicable laws in your specific location.
For team members who are on paid or unpaid leave of absence like parental leave, short or long-term disability, or other approved leaves there is no expectation that work would be accomplished during this time. Team members should use their approved paid or unpaid leave as an opportunity to focus on their health and well being. For managers it is important that you do not reach out to team members and ask them to complete work while on an approved leave of absence. An occasional quick call for a simple question is acceptable but these should be infrequent and simple requests that can be answered during that conversation.
We do understand that during extended periods of time off team members may still want to feel connected. We encourage team members at their discretion to maintain a social connection with their peers and team members. This is completely up to the team member on leave on how or if they want to remain connected while on leave of absence.
For managers it is ok to reach out to a team member every 3-4 weeks to just to say hello. These conversations should remain social and avoid work related topics.
Details relating to Unpaid Personal Leave can be found on the Leave of Absence page.
All team members and Managers, including those employed under a PEO, are expected to log all time away requests into Time Off by Deel (Vacation, Public Holiday, Friends & Family, Sick Time, etc.)
Time Off by Deel allows team members and managers to coordinate time off seamlessly with intuitive Slack commands. The integration from Slack and BambooHR automatically monitors PTO balances and takes action; Time Off by Deel will automatically add any time off taken for sick and vacation accruals to BambooHR. Time Off by Deel also reminds employees of their upcoming time off and helps them assign roles and tasks for co-workers, giving all parties involved greater alignment and peace of mind.
Please be aware that new team members' Time Off by Deel accounts are activated and synced automatically once a day, so if you try to access Time Off by Deel on your first day and receive an error message, please attempt to access Time Off by Deel on Day 2. If you still receive an error message, let your assigned People Connect Team member know in your onboarding issue.
GitLab team member questions about Time Off by Deel can be directed to
#people-connect Slack channel.
/time-off-deel oooCreate an OOO event.
/time-off-deel whosoutSee upcoming OOO for everyone in the channel where this command is used.
/time-off-deel @usernameCheck if a particular person is OOO and if they are, see which of your co-workers are covering for them.
/time-off-deel @usergroupSee upcomming OOO for everyone on the particular user group.
/time-off-deel feedbackThis is your direct line to support. At any time, use this command to report bugs or share your thoughts on how the product can be improved or what’s working well.
/time-off-deel helpA top-level look at Time Off by Deel items that you may need help with, and how to receive help.
You can find the Home Tab by visiting
Apps in the menu bar within Slack, and search for or select Time Off by Deel. From the Home Tab you can do the follwoing.
It should be noted that the sync between Time Off by Deel and BambooHR will only take place after an PTO event has taken place. BambooHR cannot see scheduled/future PTO events.
Other OOO options include:
|Type of OOO||PTO?||Slack Status|
|Mandatory Civilian Service||No||Unavailable|
|Family and Friends Day||No||Unavailable|
|CEO Shadow Program||No||Unavailable|
These other types of OOO categories do not count as PTO. These categories are an easy way to correctly track your time and communicate your status without manually updating both your calendar and your Slack status. If you prefer to do it manually, that's ok too. If you are called for Mandatory Civilian Service or Jury Duty, please notify your manager and team, as there may need to be added support for your tasks if your service is for a longer length of time.
If you receive an error message "Uh-oh! It doesn't look like you have access to Time Off by Deel" please attempt the following steps.
Time Off by Deel allows you to sync time off requests with your Google Calendar.
A calendar invite will also be sent to your manager to help them keep track of their team's time away. This event will always be based on the calendar date and will not adjust for timezones. If you are a manager with team members in varying timezones, you may end up with calendar invites that do not accurately reflect the actual time away. As a manager, you can simply decline the calendar invite and manually create a correct entry on your own calendar without affecting the actual time off request.
More information regarding this sync can be found on the Team PTO Calendar handbook page.
Time Off by Deel can automatically set your OOO status in Slack and apply “Do Not Disturb” settings while you’re away. You must add these permissions individually.
Time Off by Deel provides an experience that allows you to set roles and tasks for co-workers while you’re away. Accepted roles then become a part of a Slack away message that appears as co-workers try to tag you in discussions while you’re OOO.
Before assigning a
#channel to a role, please ask for permission to do so in that channel.
Especially in large channels and during popular vacation times, PTO's role reminders could create a lot of noise, so some teams may recommend against them until there is an option to allow turning off the PTO notifications.
You can bulk add holidays based on your region and then modify them manually if needed. Any Public Holidays added to Time Off by Deel in your dashboard will not auto-set an OOO event for you, you will still need to create an OOO event if observing that holiday. To add a Public Holiday, follow the below instructions.
Appsin the menu bar within Slack, and search for or select Time Off by Deel
Holidaysfrom the dropdown menu
Bulk Add By Region
We get it — life gets busy. So busy, in fact, that you may need a little nudge to consider taking time off to recharge. Time Off by Deel allows you to subscribe (and unsubscribe) to a monthly prompt, sent on the first working day of each month, reminding you to pause and think about time away from work and prioritizing mental health.
The reminder will read as follows.
Hi there! Have you thought about what days you may take off this month? 🌴⛰️ We want to make sure you stay healthy! If you feel like you can’t reasonably take time off, feel welcome to add this note to your next 1:1 with your manager and discuss further. Learn more about paid time off at GitLab:
To subscribe or unsubscribe, follow the below instructions and see an associated screenshot.
Appsin the menu bar within Slack and search for or select
Time Off by Deel
Notificationsfrom the dropdown
Considering GitLab has a flexible time off policy, it is helpful to know who else on your team is out of office prior to requesting time. In order to see who is out of your team, follow the steps below:
Who's Out?from the dropdown list
new searchto view who is out by
You can request a new Time Off by Deel feature by using the aforementioned
/time-off-deel feedback command in Slack. If you receive feedback from the Time Off by Deel team, or a new feature is implemented, please document the discussion in this GitLab issue. You can also create an issue in the People Group general project and ping CEO Kevin Corliss
@pto-ninja and CTO Doug Franklin
@doug17 for review.
If a OOO event is in progress:
overrideoption in Admin Tools and type the name of the team member you need to perform the override for.
If a OOO event has completed and synced to BambooHR:
overrideoption in Admin Tools and type the name of the team member you need to perform the override for.
[...]overflow menu on the righthand side of the screen.
To clarify, once the event has completed and synced to BambooHR, both the BambooHR and Time Off by Deel events have to be deleted for the new correct event to be saved to BambooHR.
Managers have a duty to manage their direct reports wellbeing and ensure that time off is being taken. Sometimes, when working remotely from home, it can be hard to find a good work-life balance. It is also easy to forget that your team is working across multiple time zones, so some may feel obligated to work longer to ensure there is overlap. It is important that you check-in with your reports through one-to-ones, and if you think someone needs some time off, let them know they can do this.
For audit and compliance purposes, managers are responsible for ensuring that their team members track and communicate all time off using Time Off by Deel as the single source of truth. Whether a team member is taking one day off, or 25+ calendar days off, all team members must use Time Off by Deel.
For audit and compliance purposes, managers have a responsibility to be aware of their direct reports' statutory time off policies, as applicable in countries in which GitLab is the employer. Some countries require employers to ensure team members are taking time off, so it is recommended that managers review their direct reports' OOO time frequently, using the reports described in the section below. Managers do not need to understand the ins and outs of the policies; just that team member in specific country receives certain amount of days/year. The specifics of these policies (accrual maximums, rollover, accrual rates, etc) will still be managed within the People Ops team. Please feel free to reach out to
[email protected] with any questions.
If you discover that multiple people in your team want to be off at the same time, see what the priorities are, review the impact to the business, and use your best judgement. Discuss this with your team so you can manage the time off together. It is also a good idea to remind your team to give everyone an early heads-up, if possible, about upcoming vacation plans. Reminders can be sent in Slack, shared on a team calendar, or noted during team meetings.
If as a manager you are notified that your direct report has been incapacitated or unable to submit an OOO request in Time Off by Deel and needs to take time off, be it Sick Time or otherwise, please document this information, and relay it to the People Connect Team at
[email protected] without disclosing private medical information in compliance with applicable privacy laws. The People Connect Team will submit an OOO request on the team members behalf and mark the reason as
Per Manager Name, and save the email thread in the team members
Sickness folder in Workday. This documentation will be unshared and will not contain any personal medical information.
Reporting from the Time Off by Deel app helps managers:
Time Off by Deel sends an automated report to managers like the one below at the beginning of every month:
Managers can also access the Reporting view at any time by using the dropdown menu in the Home tab of the Time Off by Deel Slack app. Reports only show team members in their reporting tree - direct reports and below. When managers generate a report through the Time Off by Deel app, they select a time frame. That timeframe can be anything - YTD, this past week, the upcoming quarter, etc. The
Total column will show what’s taken/scheduled to be taken during the timeframe selected.
Understanding the PTO that teams have taken, and plan to take, helps managers have conversations about burnout and burnout management with their direct reports. Below are common scenarios faced by managers than can be supported using Time Off by Deel data.
[email protected]to address the next steps to take in line with applicable law.
Friends and Familyin Time Off by Deel.
Public Holidayin Time Off by Deel.
Taking time off should be a chance for a team members to step away from work and we need each other's help to make that easier. PTO should not encourage people to cram work in before they leave or work extra hard upon their return in order to catch up.
It is important for us to take a step back to recognize and acknowledge the feeling of being "burned out". We are not as effective or efficient when we work long hours, miss meals or forego nurturing our personal lives for sustained periods of time. If you feel that you or someone on your team may be experiencing burnout, be sure to address it right away.
To get ahead of a problem, be sure to communicate with your manager if any of the following statements ever apply to you:
These and similar symptoms might get missed or dismissed, as people who are on the path to burnout, or who are burnt out, are usually unable to spend the mental energy to recognize it in themselves. Having an external source objectively identify the situation can be helpful. A great tool for objectively recognizing burn out is https://burnoutindex.org.
If someone is showing signs of burnout, they should take time off to focus on things that are relaxing and improve their overall health and welfare.
As a manager, it is your task to evaluate your team's state of mind. Address possible burnout by discussing options with your team member to manage contributing stressors and evaluate the workload. Some things to help with this:
Other tips to avoid burnout include:
Don't let burnout creep up on you. Working remotely can allow us to create bad habits, such as working straight through lunch to get something finished. Once in a while this feels good, perhaps to check that nagging task or big project off the list, but don't let this become a bad habit. Before long, you'll begin to feel the effects on your body and see it in your work.
Keep in mind that you are not alone! Chances are that you have a colleague who already experienced burnout or has been on the road to burnout. Schedule coffee calls with your team members or with anyone you'd like to talk to. Talk to your manager. If none of that is an option for you, schedule a coffee call with Marin.
Take care not to burn yourself out!
The following is a list of all statutory annual vacation entitlements by entity and country. Once the statutory amounts have been taken, team members can still make use of GitLab's Flexible time off policy.
Team members are entitled to at least 28 vacation days, this is broken down by 20 days standard annual leave plus 8 public holidays. These days will accrue from the start date at a rate of 1.67 days/month. It is important for UK team members to utilise time off for public holidays as the total amount of annual leave is accrued here inclusive of public holidays. Under normal circumstances, there is no carryover for unused vacation days. However, given the situation surrounding COVID-19 team members may be eligible to carry over unused vacation days if team members have a COVID-related reason that prevented them from being able to utilize vacation. UK government announcement.
Team members are entitled to at least 20 statutory vacation days per calendar year. The days will accrue at 1.67 days/month from the team members start date. Any unused statutory vacation days will be carried into the next calendar year, but expire on July 1st. Should the team member leave GitLab within the calendar year, an entitlement to a pro rata portion of vacation days exists.
Team members with less than 1 year of tenure are entitled to 2 days/month totaling 2 weeks per year. Team members with 1 year or more of tenure are entitled to 2.5 day/month totaling 30 days per year. Team members are allowed to carry over up to 24 workdays into the next calendar year, but expire 1 year from the accrual on April 1st.
Team members are entitled to at least 20 vacation days/year. These days will be front-loaded at the beginning of each year. The days taken must be communicated to the Belgian payroll provider each month by People Ops. These days do not carry over into the next calendar year.
Contractors do not have statutory vacation requirements, but are eligible for our Flexible Time Off Policy.
Team members are entitled to at least 20 vacation days. The days will accrue from the start date at a rate of 1.67 days/month. In general, team members must take their annual vacation days during the calendar year, otherwise it is forfeited. However, unused vacation days can be carried forward until the 31st of March of the next calendar year if the employee was unable to take the holiday due to operational or personal reasons.
Team members are entitled to a minimum of four weeks’ annual holidays per year. Annual leave does not expire and can be carried over each year.
New Zealand Only: GitLab may set expectations on how much annual leave team members may accumulate and may require team members to take entitled leave with 14 days notice.
An employee who has been continuously employed for six months and whose attendance has been at least 80% of the total number of working days during that period, is entitled to a minimum of ten days’ annual paid leave on the day after completing six months of employment. The entitlement increases by one day per year for the following two years and by two days per year thereafter, up to a maximum of 20 days per year. Unused annual paid leave expires after two years if not used. Companies are not required to purchase out unused annual paid leave when team members leave companies unless otherwise provided in the work rules or employment contracts.
The U.S. Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave or federal or other holidays.
Team members are entitled to accrue 20 days per year at a rate of 1.67 days/month from the team member's start date. The holiday year will run from January 1st to December 31st of each year. Unused vacation days cannot ordinarily be carried forward into the following holiday year, however, if the team member is unable to take vacation due to long-term sick leave, then unused vacation days can be carried forward for up to 15 months from the end of the relevant holiday year.
Team members are entitled to a minimum of 5 weeks of statutory vacation per year. The accrual period in France is June 1st - May 31st and accruals are prorated based on the number of months worked in the accrual period. Any unused statutory vacation days will be carried into the next accrual period, but expire one year after it's accrued.
GitLab's PTO policy overrides over GitLab Canada Corp in the sense that the policies listed here are stating the statutory minimum that each GitLab Canada Corp team member must take to be compliant with relevant provincial laws.
|Policy Locations||Statutory Minimum Vacation Time||Statutory Minimum Vacation Pay|
|All of Canada (except SK, QC, ON)||2 weeks after 1 year / 3 weeks after 5 years||4% for the first 5 years, 6% after 5 years|
|Quebec Only||Less than 1 year - 1 day per full month of uninterrupted service, not to exceed 2 weeks; 1 year to less than 3 years - 2 consecutive weeks; 3 years or more - 3 consecutive weeks||4% for first 3 years; 6% after 3 years|
|Saskatchewan Only||3 weeks after 1 year / 4 weeks after 10 years||6% for the first 9 years, 8% after 9 years|
|Ontario Only||2 weeks after 1 year / 3 weeks after 4 years||4% for the first 5 years, 6% after 5 years|
Review above section
Statutory Minimum Vacation Time for questions around dates and amounts. Due to BambooHR's settings, it cannot automatically make some adjustments to the accruals. To keep these figures accurate we must perform some manual work.
In January, An automation will run to ensure no team members are rolling over a negative balance.
In June, An automation will run to ensure team member's PTO does not exceed 10 days in accordance with The Netherlands regulations.