How Leave Policies Vary Across Markets and Why It Matters

When scale-ups expand into new markets, one of the most overlooked and misunderstood elements is how paid leave is perceived and structured. It’s easy to assume that a standard HQ policy can be rolled out globally with a few tweaks. But in reality, time-off expectations vary significantly from region to region, and failing to localize your strategy can lead to poor first impressions, frustrated teams, and challenges with retention.

Understanding these differences early allows growing companies to plan headcount more realistically, stay competitive in talent markets, and build trust with their local teams. What that looks like in practice can vary a lot depending on where you're hiring. Here’s how paid leave plays out across some of our key markets: 

Norway: Generous Leave and Long Summer Breaks

In Norway, employees are entitled by law to 20 working days of paid leave, but in practice, most employers offer 25 to 30 days. A five-week leave package is considered standard, not exceptional. It’s also worth noting that the cultural rhythm and extended summer breaks in July are widely respected. 

Germany: Long Blocks of Planned Time Off

Germany follows a similar pattern. The legal minimum sits at 20 working days per year for those on a five-day workweek, but most companies go beyond that, offering between 25 and 30 days. When public holidays are factored in, typically 10 to 13 days annually, employees end up with well over 35 days off. These are often used in long blocks, with leave scheduled far in advance, particularly around summer and the Holiday season. 

India: State Variance and Festival Flexibility

India presents a more complex picture. Leave entitlements vary by state, but most employers provide between 15 to 20 days of annual leave, in addition to around 7 casual leave days and 10 to 15 public holidays. This often totals to about 25 to 35 days off per year. Unlike Europe, employees here tend to take shorter, more frequent breaks tied to regional festivals. 

Dubai (UAE): Calendar Days and Shifting Holidays

In Dubai, leave is calculated in calendar days. After one year of service, employees are entitled to 30 calendar days of annual leave, amounting to roughly 22 to 25 working days once weekends are excluded. Add to that around 13 public holidays, and total time off can exceed 35 days. One unique consideration here is that public holidays are based on the Islamic lunar calendar, which means dates shift each year. Companies operating regionally from Dubai need to stay agile and avoid setting fixed timelines around major religious observances, which can vary in length and timing.

Singapore: Leaner Statutory Leave, Competitive Practice

Singapore operates with a relatively leaner framework. Statutory leave begins at seven days and increases by one day for each year of service, capping at 14 days after seven years. However, most companies, especially those hiring in competitive industries, offer between 14 and 21 days from the outset. Public holidays add another 11 to 12 days per year. Local professionals often extend these holidays into short breaks, and increasingly, employers are using flexible or wellness days to boost appeal in a tight hiring market.

Manila (Philippines): Clusters of Public Holidays

In Manila, the minimum statutory requirement is five days of Service Incentive Leave. That said, the majority of private employers offer between 10 and 15 days of paid leave, in addition to roughly 12 to 18 public holidays depending on the year. Many of these holidays fall close together, encouraging employees to take short getaways or “sandwiched” breaks. 

Why This Matters for Scale-Ups

These differences shape how teams work, when they’re available, and what they expect from you as an employer. Across all six regions, market norms almost always exceed legal minimums. In Norway, Germany, and the UAE, total annual leave often surpasses 35 days when public holidays are included. Even in Singapore and the Philippines, where statutory leave is more modest, competitive employers offer more to attract and retain talent.

For scale-ups, the takeaway is simple: local expectations, not global averages, should guide your leave policies. A one-size-fits-all approach can backfire. Instead, treat each market on its own terms and use time-off policies to show you’re serious about building a team that works with local rhythms, not against them.

At The Scale Factory, we help scale-ups shape people strategies that balance global consistency with local relevance. That includes adapting leave policies, planning around local holidays, and setting realistic timelines across markets. Because getting the details right, like how and when teams take time off, helps build trust, strengthen retention, and support long-term growth.