Sick Leave in Uruguay

How long is sick leave in Uruguay?

Employees in Uruguay may claim a social security benefit of 70% of their salary for up to 1 year of sick leave, which may be extended for an additional year.

Eligibility for salary replacement requires the employee to have made social security contributions for at least 75 days or 3 months within the 12 months prior to the date of illness.

What are the eligibility rules for sick leave in Uruguay?

In Uruguay, employees are eligible for a social security benefit of 70% of their salary for a period of up to 1 year, which may be extended for an additional year, starting from the fourth day of absence due to illness. To qualify for this salary replacement, the employee must have made social security contributions for at least 75 days or 3 months within the 12 months prior to the date of illness.

How is sick leave payment calculated in Uruguay?

In Uruguay, the calculation of sick leave payment is structured in the following manner:

• Employers are not required to pay an employee's salary during the first 3 days of sick leave. However, some employers may choose to cover these days based on any applicable employment agreements or collective agreements.
• For cases involving hospitalization, including medically certified home hospitalization, a social security benefit is provided from the first day of absence. The benefit amounts to 70% of the employee's salary and can be claimed for up to 1 year, with the possibility of extension for another year.
• In instances of occupational diseases or work-related accidents, workers' compensation insurance from the Banco de Seguros del Estado (BSE) is applicable.

To be eligible for the social security benefit, the employee must either:

• Have made social security contributions for at least 75 days.
• Alternatively, have contributed for a minimum of 3 months within the 12 months preceding the illness.

What is the process for applying for sick leave in Uruguay?

In Uruguay, the process for applying for sick leave involves several steps:

• The supported employee must obtain a medical certificate from a doctor.
• This medical certificate should be submitted to the employer, ideally on the first day of absence.