| Question | Answer |
|---|---|
| What you get | 33 paid days off per year inclusive of public holidays in your location, with a mandatory minimum of taking 15 paid days off per year. |
Public holidays: you can choose to observe the public holidays in your location or swap them for days of greater significance to you.
Max rollover of 18 days per year. More in PTOs default configuration. | | How to access | Book via HiBob (and PayFit too if you’re employed through the French entity, and Skuad if relevant)
If booking for 2+ weeks, you must first get approval from your manager. | | Why do we offer this | To be as fair and equitable as possible in leave allowances across all employees; and to help you prioritize rest in order to sustain your health, well-being, and performance. |
MUI provides (or adapts the rate if a contractor) 33 days off per year, to match 228±1 worked days per year. This matches the number of working days in the default French system, which is relatively balanced. In France, it’s the equivalent of 25 days of paid time off and 8 public holidays; there are truly 11 public holidays, but only 8 are during the week on average per year:
*This infographic is not super accurate. There are a bunch of mistakes, but that gives a general direction. Source https://resume.io/blog/which-country-gets-the-most-paid-vacation-days
In practice, there can be a few days’ difference based on how you are “hired” as we need to comply with the laws in your location. The above is the target we aim for everyone.
You don’t have to ask for permission when planning vacations of up to two weeks, but do inform your manager and peers, and make sure your responsibilities are covered. Your health and the health of your loved ones come before work. If you can, inform your manager if you have to take time off for health reasons. More in Time off approval
The time off not used in one year automatically rolls over to the following year.
By default, PTOs have the following behavior:
As a globally distributed team, we have chosen to incorporate public holidays into the total annual leave entitlement. This is to offer a more culturally sensitive approach and to achieve more equitable annual leave across all employees.
We appreciate that many public/national holidays are Christian-centric, but there may be different days of cultural significance that you’d prefer to observe. Our approach allows you to flex public holidays as normal paid days off, so you can observe the holidays that are most important to you. This also ensures better visibility of when team members are out of the office.