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Business delays are among the most overlooked sources of financial loss, operational inefficiency, and declining productivity in modern organizations. While companies continuously focus on…
The employment-law dates your teams need to plan for, and how statutory minimums compare in the countries where you hire.
Statutory minimums, side by side
Statutory minimum working days a year for a full-time employee on a five-day week. India: one day for every 20 days worked once an employee has worked 180 days in the year (about 12 days) under the OSH Code; state Shops & Establishments rules often give 15 to 18. UAE: 30 calendar days (about 22 working days) after one year. The UK figure (5.6 weeks) may include bank holidays; Canada shows the federal minimum (provinces vary and it rises with service); Singapore starts at 7 days and rises with service; the US has no federal requirement.
Statutory paid weeks for the birthing parent before any employer top-up. India: 26 weeks for the first two children (12 weeks from the third) under the Maternity Benefit Act, now part of the Code on Social Security. UAE: 60 days (45 at full pay, 15 at half pay). US: no federal paid leave (FMLA gives up to 12 weeks unpaid; some states pay). Canada: 15 weeks of EI maternity benefits plus shareable parental benefits. Australia: government Paid Parental Leave reached 26 weeks from 1 July 2026. New Zealand: 26 weeks of paid parental leave.
India: 48 hours a week under the OSH Code (a four-day week of up to 12-hour days is allowed), with overtime at twice the wage rate. UAE: 48 hours (shorter in Ramadan). France: 35-hour legal working week, with overtime above it. UK, Ireland, Germany and the Netherlands: 48-hour average maximum (UK workers can opt out). US and Canada (federal): 40 hours before overtime applies. Australia: 38 ordinary hours under the National Employment Standards. Singapore: 44 normal hours. New Zealand has no statutory weekly maximum.
Last reviewed October 2026. Indicative national minimums for planning only: collective agreements, states, provinces and contracts often give more. Not legal advice.
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Estimates only. Replacement cost commonly ranges from one-third to twice an employee’s salary depending on seniority.
Estimates only. Ramp-up assumes the new hire works at about half of full productivity, on average, until they are fully up to speed. Empty-seat cost counts working days only.
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