What is a leave of absence and why you can request it

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Sometimes we feel like trying something new, something different, we are simply going through a time of family burden or new challenges arise , but we are working and we think that we cannot take charge. However, there is something known as a leave of absence, which allows us to adapt the employment relationship with our employers to this new personal situation.

What is a leave of absence?
Leave of absence from work is one of the most important rights of workers and is guaranteed by the Workers' Statute. Its most accurate definition is that it is a temporary suspension of the employment contract and, therefore, during the duration of the leave of absence, no contributions are made or remuneration is received.

Family leave is similar to voluntary leave

Types of leave
Once we have clarified the question of what a leave of absence is, we must know that there are several types. The most common is usually voluntary leave of absence . In order to request it, you must have been in the company for at least one year. In this case, the right to reserve the job does not exist, but you are given a preferential right to return when a position becomes vacant.

The time limit will be between four months iran phone data and five years and can be requested several times, as long as at least four years have passed between the end of the first leave and the beginning of the second.

Since it is voluntary, the worker can request it for any reason as long as it does not violate good faith, an agreement or clause.

Another type of leave is compulsory. In this case, the company is obliged to grant it and reserve the job. There may be two reasons for this: when the worker is appointed or has been elected to a public office and it is incompatible with his or her working life, or when the worker must perform union functions in a provincial or larger geographical area.

Leave for the care of a child or family member, on the other hand, is a variant of voluntary leave. In this case, a maximum of three years will be granted for the care of each child, regardless of whether the child is natural, adopted or fostered; and up to two years for employees who request it for reasons of family care, up to the second degree of consanguinity.