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Leave in Puerto Rico
Maternity, paternity and parental leave in Puerto Rico
Adoption leave in Puerto Rico
Other types of leave in Puerto Rico
Public holidays in Puerto Rico
Protect your employees and your business
Leave and time off in Puerto Rico
Employees in Puerto Rico are entitled to various types of leave that help them balance work and personal life. Employers must set a clear leave policy to ensure workers get the necessary time off for rest, health, and family needs while still protecting their jobs.
From annual leave and maternity leave to sick leave, employers must follow local labour laws to ensure compliance. While some leave types are mandatory by law, companies may also offer additional paid leave to attract and retain employees. Understanding Puerto Rico’s leave policy is essential for both employers and employees to ensure compliance and a positive work environment.
In this guide, we’ll talk about everything you need to know about leave and time off policy in Puerto Rico, including annual leave, sick leave, maternity and paternity leave, and more.
Leave in Puerto Rico
Employees in Puerto Rico are entitled to paid annual leave, with the number of days increasing based on how long they have been with the company. The goal of this leave policy is to ensure that employees have enough time to rest and recharge while recognising their dedication and years of service.
Here’s how the annual leave accrual in Puerto Rico:
- First year of employment: Employees are eligible for six days of paid annual leave.
- Between one and five years of service: Employees receive nine days of annual leave.
- Between five and 15 years of service: Annual leave increases to 12 days per year.
- More than 15 years of service: Employees are entitled to 15 days of paid leave, the highest tier of annual leave benefits.
Paid sick leave in Puerto Rico
Puerto Rico has a mandatory sick leave law that requires employers to provide paid time off for employees who are unable to work due to illness. Under Puerto Rico’s labour laws, full-time employees accumulate sick leave at a rate of one day per month, as long as they work at least 115 hours per month.
Employees can use their sick leave for personal illness or medical appointments. In some cases, sick leave can also be used to care for a family member. Employers are not allowed to deny an employee’s right to use their accumulated sick leave, and unused days can carry over from year to year.
Some companies may offer additional sick leave benefits beyond the legal requirements as part of their employee benefits package.
Maternity, paternity and parental leave in Puerto Rico
Maternity leave in Puerto Rico
Maternity leave in Puerto Rico supports working mothers before and after childbirth. Expecting mothers are entitled to eight weeks of paid maternity leave, with four weeks taken before the birth and four weeks after.
However, employees have the flexibility to start their leave later if they choose. A mother can begin her maternity leave as late as one week before her expected due date and return to work just two weeks after childbirth, provided she presents a medical certificate confirming she is fit to resume her duties.
If a mother experiences pregnancy-related complications or health conditions following childbirth, her maternity leave can be extended to 20 weeks. However, the additional 12 weeks of leave granted under these circumstances are unpaid.
To attract and retain talent, some employers may offer additional maternity leave benefits beyond the legal requirements, including extended paid leave, flexible return-to-work policies, and childcare support.
Paternity leave in Puerto Rico
Paternity leave in Puerto Rico is currently not mandatory in the private sector. However, private-sector employees have the option to take up to six months of unpaid, job-protected leave to care for their newborn. Since this leave is not compensated by law, fathers must either use personal leave days or rely on company-specific benefits if offered.
While some employers in Puerto Rico provide paid paternity leave as part of their employee benefits, this is not a widespread practice. Multinational companies and larger corporations are more likely to include paid paternity leave in their benefits packages to support employees with growing families.
Parental leave in Puerto Rico
Parental leave in Puerto Rico is governed by the U.S. Federal Family and Medical Leave Act (FMLA). Under this act, employers with 50 or more employees must provide eligible employees with up to 12 weeks of unpaid leave for certain family-related circumstances. Employees can take parental leave for the following reasons:
- The birth of a child.
- The placement of an adopted or foster child.
- Caring for an immediate family member (spouse, child, or parent) with a serious medical condition.
- Taking medical leave due to a personal health condition that prevents them from performing their job duties.
This 12-week unpaid leave ensures that employees can take time off to care for their family without risking their jobs. However, since it is unpaid, employees must either use accrued paid time off or rely on employer-provided benefits if available.
Some companies in Puerto Rico recognise the importance of work-life balance and offer paid parental leave beyond FMLA requirements. These benefits can be a major incentive for employees, improving job satisfaction and helping companies attract top talent. Employers who go beyond the minimum legal requirements often see higher employee retention and improved morale among their workforces.
Adoption leave in Puerto Rico
Puerto Rico values the importance of providing time for adoptive mothers to bond with their newly adopted children. To support this transition, female employees who adopt a child aged five or younger, provided the child is not yet enrolled in school, are entitled to five weeks of paid leave. This allows adoptive mothers to focus on creating a nurturing environment and adjusting to their new responsibilities without worrying about work obligations.
Adoption leave begins the moment the adoptive mother welcomes the child into her home. To qualify for this leave, employees must follow a few simple steps:
- Advance notice: The employee must inform her employer at least 30 days before she plans to take leave.
- Commitment to return: The employee must confirm her intention to return to work once her leave period ends.
- Proof of adoption: The employee needs to provide official documentation verifying the adoption process.
During the five-week leave, the adoptive mother will receive her full salary, which is paid directly by the employer. This ensures financial stability while allowing time to bond with the child.
Some employers may offer additional adoption-related benefits, such as extended leave periods, flexible work arrangements, or financial assistance for adoption-related expenses. These benefits can make the transition smoother for adoptive parents and encourage a supportive work environment.
Other types of leave in Puerto Rico
In addition to standard leave policies such as annual, sick, and parental leave, Puerto Rico offers various other leave options to support employees in different situations. These additional types of leave help ensure that workers can manage personal and professional responsibilities while maintaining job security.
Special paid leave in Puerto Rico
Employees diagnosed with serious illnesses classified as catastrophic under Puerto Rico’s Special Coverage of the Health Insurance Administration may qualify for up to six months of fully paid leave.
This leave aims to help employees focus on their treatment and recovery without financial stress. Conditions covered under this policy include severe chronic illnesses, life-threatening diseases, and other critical health conditions.
Employees must provide medical documentation from a licensed healthcare provider to qualify for this special leave.
Business leave in Puerto Rico
Some companies provide business leave to employees who need to attend professional development programs, industry conferences, or work-related training sessions. This type of leave supports career growth and skill-building, helping employees stay competitive in their field.
Depending on company policy, business leave may be paid or unpaid, and the duration can vary based on the nature of the event.
Puerto Rico’s paid family leave
Although Puerto Rico follows the Family and Medical Leave Act (FMLA) for unpaid family leave, some employers voluntarily provide paid family leave as an added benefit.
This can include paid time off to care for a newborn, newly adopted child, or a seriously ill family member. Paid family leave policies vary by employer, with some offering partial salary payments or extended paid leave beyond the legal requirements.
Bereavement leave in Puerto Rico
When an employee experiences the loss of a close family member, many companies grant bereavement leave to allow time for grieving and funeral arrangements. While bereavement leave is not mandated by Puerto Rico law, it is commonly included in company policies. Employers typically offer three to five days of paid leave, depending on the relationship to the deceased. Additional unpaid leave may be granted based on the employee’s needs.
These additional leave options help support employees during critical life events, ensuring they have the flexibility and job security needed to manage both personal and professional responsibilities.
Public holidays in Puerto Rico
In 2025, Puerto Rico observes several official public holidays, combining both local and U.S. federal celebrations. Here’s a list of public holidays in Puerto Rico:
1 January
New Year's Day
6 January
Epiphany (Three Kings' Day)
11 January
Birthday of Eugenio María de Hostos
20 January
Martin Luther King Jr. Day
17 February
Presidents' Day
22 February
Washington's Birthday
22 March
Emancipation Day
18 April
Good Friday
20 April
Easter Sunday
30 May
Memorial Day
4 July
Memorial Day
25 July
Independence Day (U.S.)
25 July
Constitution Day (Puerto Rico)
1 September
Labor Day
13 October
Columbus Day
11 November
Veterans Day
27 November
Thanksgiving Day
25 December
Christmas Day
Some holidays, such as Eugenio María de Hostos Day on January 11, are considered observances and may not result in a day off for all employees. In addition, holidays falling on weekends might be observed on the nearest weekday, depending on employer policies.
Many employers may offer additional flexible time off policies or allow employees to combine public holidays with their annual leave for extended breaks.
Working on a public holiday in Puerto Rico
If an employee is required to work on a public holiday, they may be entitled to special compensation.
In Puerto Rico, non-exempt employees working on designated holidays are generally entitled to premium pay of at least 1.5 times their regular hourly rate unless their contract or a collective bargaining agreement states otherwise.
Certain industries, such as banking and government services, strictly observe all public holidays, while private sector businesses may have more flexibility. Employers should ensure their holiday policies align with industry standards and employee expectations.
Unionized employees or those covered by collective bargaining agreements may have additional benefits related to public holidays. Employers should review contracts to confirm any holiday pay obligations, leave entitlements, or alternative compensation structures.
Protect your employees and your business
As an employer in Puerto Rico, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local and national employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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