Vacation under the Holidays with Pay Act, sick leave, and maternity leave under the Maternity Leave Act: Workzoom's leave management is built to track each against Jamaican labour rules, on one employee record.
Our clients
Employees see the leave types they are entitled to and their balances in self-service. Remaining excludes Booked future leave, so both figures matter when planning a request.
Review the requestor, duration, reason, balance, team coverage and qualified substitutes before approving or declining the request.
Where scheduling is enabled, approved full-day leave creates a vacancy. Partial-day leave adjusts the schedule. A manager still assigns any replacement needed.
Set leave types, accruals, entitlements and carryover for the employee groups your organization uses. Policy settings drive the calculation; your team validates eligibility, employment requirements and changes rather than assuming the rules maintain themselves.
Self-service shows the leave types an employee is entitled to and the corresponding balances. Remaining reflects processed activity and excludes Booked future leave.
Employees submit a request and Workzoom routes it to the manager for approval.
The manager can review the requestor, duration, reason, balance, team coverage and qualified substitutes before deciding. That context supports a deliberate approval rather than checking a balance in isolation.
Approved leave connects to payroll-linked activity. Paid or unpaid treatment depends on the policy, employee setup and processing stage; approval is not an immediate salary deduction.
Review late or retroactive approvals with the payroll administrator, and check balances after processing is complete.
Where scheduling is enabled, approved full-day leave removes scheduled start and end times and creates a vacancy. Partial-day leave adjusts the schedule without removing the full scheduled task.
A manager reviews qualified workers and assigns the replacement.
Every requirement below is handled by the platform on every pay run, not configured per-customer.
A worker who is not a casual worker and works at least 110 days in a qualifying year (12 months) is granted paid vacation. The duration is two normal working weeks for more than 220 days worked, three normal working weeks for a worker with 10 years of service or more, and 1/22 of the days worked between 110 and 220 days. Workzoom's leave management is built to track vacation by tenure against these rules rather than a single flat number.
Under the Holidays with Pay Order, a worker in the first 12 months who has worked at least 110 days is granted one day of paid sick leave for every 22 days worked. After the first 12 months the entitlement is two normal working weeks in each 12-month period. The worker must tell the employer on the first working day and, if the illness runs past three days, give a certificate from a registered medical practitioner. Periods covered by National Insurance sick benefit are not paid as sick leave under the Order. Workzoom's leave management is built to apply a certification rule to sick leave on the employee record.
A worker continuously employed for at least 52 weeks is granted maternity leave of up to 12 weeks for each pregnancy, extended by up to 14 weeks on a medical certificate. The employer pays maternity pay for the first eight weeks of the leave, subject to the Act's conditions, including notice of the expected week of confinement. The employer must keep a record of the leave dates and the maternity pay. Workzoom's leave management is built to track the qualifying service and the paid portion on the employee record.
Four steps, each tied to the rule your leave policy has to meet.
Self-service shows the remaining balance and approved future leave as separate figures. The Holidays with Pay Order sets the entitlement at two normal working weeks for a year of more than 220 days worked, and three once a worker has 10 years of service.
The requestor, duration, reason, balance and who else is already off appear on one screen. Under the Order, vacation is granted in the next qualifying year unless both sides agree otherwise, and Sundays, Good Friday, Christmas Day and public general holidays are not counted as vacation days.
Sick leave is two normal working weeks a year after the first 12 months. The worker notifies the employer on the first working day, and a registered medical practitioner's certificate is due if the illness runs past three days. Workzoom is built to apply a certification rule on the employee record.
After 52 weeks of continuous service a worker is granted up to 12 weeks of maternity leave, with maternity pay for the first eight weeks, and the Act requires the dates and pay to be kept on record. Workzoom exports leave dates and types to feed your existing payroll; full Jamaica payroll is on our roadmap.
The story
The story
Jamaican employment law spreads leave entitlements across several statutes rather than one consolidated code: the Holidays with Pay Act for vacation, the Holidays with Pay Order for sick leave, and the Maternity Leave Act for maternity leave. A Jamaican employer tracking all three by hand is reconciling different rules, different qualifying periods and, for maternity leave, a specific employer-paid portion for the first eight weeks.
Workzoom's leave management module is built to handle each of these against current Jamaican labour rules, configuring accrual by tenure for vacation, a certification rule for sick leave, and the qualifying service period and employer-paid portion for maternity leave, all on one employee record.
The story
Workzoom HR, Workforce and Talent, which includes leave management, are available for Jamaican employers today. Full Jamaica payroll, covering the statutory stack of PAYE, NIS, NHT, Education Tax and the HEART levy, is on our roadmap, and we are scoping it now with launch partners. A Jamaica NIS calculator already ships so employers can estimate contributions.
Leave dates and entitlements recorded in Workzoom's Workforce Suite sit on the same employee record HR uses, and Workzoom exports time and leave data to feed your existing payroll, so the leave and tenure data an employer configures now does not need to be rebuilt.
The story
A Jamaican employer evaluating Workzoom can start with HR, Workforce and Talent, configuring vacation accrual by tenure, sick leave with the certification rule, and maternity leave against the Maternity Leave Act's qualifying period, while full Jamaica payroll is on our roadmap. Confirm the current statutory schedule directly with the Ministry of Labour and Social Security rather than relying on a vendor's static table, since entitlements and thresholds are subject to change.
There is no published Jamaican customer result for this specific module yet; evaluate the leave-type configuration and accrual rules against your own policy rather than a customer benchmark from another market.
Jamaica pricing
No initial setup fees, no long-term contract. Implementation, migration, and training included.
Existing Workzoom customers add a suite for $4 USD per employee per month, the standard suite rate.
How Workzoom time off runs day to day in Jamaica, with the local statutory specifics teams ask about.
Ready to run Jamaica time off?
Bring the part that's costing you time. We'll show you what running it properly looks like.
Workzoom works with organizations of 50 or more employees. See our minimums.
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