New paid leave in 2025: more work-life balance and guarantees for workers

Labor legislation establishes various paid leave so that workers can meet family responsibilities, celebrate key events, or fulfill civic duties without losing pay. The main provisions in effect in 2025 are detailed below:

1. Marriage or registration of a common-law partnership

• • • Duration: 15 calendar days.
      
    • Beginning: From the day of the wedding or the formalization of the de facto couple.
      

This leave allows employees to enjoy a paid period of time to celebrate and organize their wedding or the official registration of their civil partnership. It is recommended that you notify your employer as far in advance as possible, providing documentation proving the date of the event.

2. Accident or serious illness, hospitalization or surgery

• • • Who benefits: Spouse, common-law partner or relatives up to the second degree.
      
    • Duration: 5 days, not yet consecutive.
      

In these cases, the leave is granted to care for family members who require care or supervision after an accident or serious illness. It is also extended to people living in the same household who need assistance. The employee can decide when to begin these days based on their medical situation.

3. Death of a spouse, common-law partner or close relatives

• • • Duration: 2 days (4 if there is travel).
      
    • Family environment: Up to the second degree of consanguinity or affinity.
      

When a loved one dies, the law provides for this paid leave to facilitate formalities and farewells. If travel outside the hometown is necessary, it is extended to four days. The calculation generally begins on the day of death, but can be adapted to suit the family's circumstances.

4. Change of habitual residence

• • • Duration: 1 day.
      
    • Observation: Agree on a date with the company to minimize potential inconveniences.
      

This permit allows the employee to relocate without unduly impacting their work. It is recommended that proof of ownership of the new residence (rental agreement or bill of sale) be presented to prove the need for the move.

5. Compliance with inexcusable public and personal duties

• • • Examples: Being a member of a polling station, appearing before a court as a juror, exercising the right to vote.
      
    • Duration: The time required or as indicated by law or agreements.
      

These are mandatory absences that the employee cannot legally evade. The employee must present official proof of the call and notify the company as soon as they receive notification.

6. Prenatal examinations, childbirth preparation, and adoption or foster care procedures

• • • Duration: The time required for consultations, techniques and training sessions.
      
    • Extension: Includes pre-adoption psychological and social evaluations.
      

Both the pregnant woman and her partner may take advantage of these leaves, provided that the need to attend medical appointments or childbirth preparation talks is justified. In the case of adoption or foster care, interviews and assessments required by the authorities are considered.

7. Permission due to adverse weather conditions or force majeure

• • • Duration: Up to 4 days, extendable as long as the inability to attend the post persists.
      
    • Examples: Heavy snowfall, flooding, transportation disruptions or mobility restrictions.
      

The law protects those who cannot travel to work for reasons beyond their control. It is essential to notify the company as soon as possible and, if possible, document the reason (for example, official emergency notifications or records of blocked roads).

8. Organ or tissue donation

• • • Duration: The time required for testing, extraction and initial recovery.
      
    • Requirement: Give advance notice and present the corresponding medical certificates.
      

This leave recognizes the importance of solidarity and public health. In cases of complex donations or procedures involving hospitalization, the employee can take the time they need, in coordination with the company.

9. Infant Care

• • • Duration: 1 hour daily until the child is 9 months old (can be divided or accumulated).
      
    • Application: For births, adoption or foster care.
      

This leave is designed to promote breastfeeding and childcare. It can be taken by both the mother and the father, as long as both are working. Some collective bargaining agreements extend this period beyond 9 months, with or without a pay cut, depending on the agreement.

10. Premature births or those requiring hospitalization after birth

• • • Duration: : 1 hour of extra time per day or a 2-hour reduction (with possible salary reduction).
      
    • Observation: Valid while the newborn remains hospitalized.
      

The goal is for parents to be able to care for their hospitalized baby without being penalized in their pay, although the option of reducing their work by two hours a day usually entails a proportional reduction in pay, depending on the agreement with the company or the collective bargaining agreement.

11. Absences due to family force majeure

• • • Duration: Up to 4 days a year, usually in odd hours.
      
    • Regulation: May vary depending on internal agreement or agreements.
      

Designed for unforeseen circumstances requiring immediate attention, such as an accident or a sudden illness of a family member. It is generally required to provide appropriate medical justification and notify the company as soon as the emergency becomes known.

12. Exams and training

• • • Official exams: Permission for the time required to attend the tests.
      
    • Continuing education: Up to 20 hours per year, cumulative up to 5 years (100 hours).
      

The goal is to facilitate the improvement of professional skills and allow for the completion of academic exams or official qualifications. It is advisable to provide proof of enrollment or application, and, in the case of training, demonstrate its usefulness for the job.

13. Geographical mobility

• • • Duration: A minimum of 4 working days every 3 months when transferring outside the usual location.
      
    • Purpose: Provide time for the employee to get organized and adapt to the new location.
      

Although the company can order changes in workplace, the law guarantees this adaptation period to help the employee manage their relocation and the logistical issues that come with it.

14. Exercise of jury duties

• • • Duration: The time required to comply with the summons and participate in the trial.
      
    • Documentation: Submit the official notification to the company.
      

If the employee is elected to the jury, they may be absent to perform that public duty without loss of pay. If the trial is prolonged, supporting documents must be provided for each session or day of the trial.

15. Paid leave for job search in case of objective dismissal

• • • Duration: 6 hours per week with 15 days' notice.
      
    • Aim: Allow active search for a new job.
      

This right is intended to facilitate the reemployment of employees affected by a fair dismissal. Hours can be spread throughout the week, always in coordination with the company's needs.

16. Visits to doctors' offices

• • • ConditionsThere is no mandatory permit in the law, but it can be regulated in agreements.
      
    • Duration: The time required for the consultation, if agreed upon by the agreement or the company.
      

Although it's not specifically recognized as a leave of absence in general regulations, many collective bargaining agreements allow for justified absences for medical checkups. In these cases, proof of the appointment and its duration is usually required.

Each of these permits is subject to the current regulations and may include specific details in collective agreements or company agreements. It is essential to communicate to the employer, as far in advance as possible, the reason for the permit and provide the relevant documentation to avoid misunderstandings or unjustified rejections. 

With these measures, the 2025 legislation strengthens work-life balance, ensuring that workers can address important issues without losing their pay. For any questions or clarifications, please make an appointment with us.