How do Armenia working time and leave rules work in 2026?

The rule comes from the Republic of Armenia Labour Code, Chapter on Working Time. Unlike the UK or some EU states, Armenia does not permit workers or employers to agree individually to exceed the weekly cap. The limit applies across the working week regardless of role, seniority, or contract type.

The 40 hours week is measured as a standard Monday to Friday schedule for most employees. Certain sectors, including healthcare, shift workers, and workers in continuous-process industries, may be subject to alternative scheduling rules set out in collective agreements or sector-specific regulations, provided the average across the reference period does not exceed the weekly limit.

Overtime

Work beyond 40 hours in a week is treated as overtime. The Labour Code requires overtime to be authorised by the employer and compensated at an enhanced rate. Overtime is not a right for the employer to demand unilaterally. The standard compensatory approach is pay at a rate above the ordinary hourly rate, or time off in lieu agreed with the employee. Specific enhanced rates should be confirmed in the employment contract or collective agreement, as the Labour Code sets minimum entitlements that contracts may improve upon.

The daily break for meals and rest is not counted as working time. The timing and length of the break can be set by the employer within the minimum requirement. Where the nature of work does not permit a full break away from the workstation, the employer may arrange for the break to be taken at the workstation, and it is then counted as working time.

Armenia's Labour Code does not publish the daily rest figure (minimum hours between shifts) in the same form as EU Working Time Directive countries. The minimum is governed by the overall weekly-hours cap and standard scheduling norms rather than a single explicit daily rest hour requirement. Employers operating shift patterns should confirm rest requirements with local legal counsel or Teamed's Armenia HR team.

The 20 days entitlement is for a standard 5-day working week. It comes from the Republic of Armenia Labour Code and applies to all employees regardless of length of service. Part-time employees receive annual leave on a pro-rata basis.

How public holidays interact

Armenia adds its 14 public holidays on top of the 20 days annual leave. This is different from the UK bundling model. An Armenian employee on a 5-day week receives 20 days of personal leave plus 14 public holidays. If a public holiday falls on a weekend, a substitute working day is typically granted in its place.

Carry-over rules

Unused annual leave may be carried forward to the following year under the Labour Code. The rules on the maximum carry-over period and the conditions for carry-over should be confirmed in the employment contract or company policy, as the statutory framework permits carryover without stating a hard expiry in the sources available. Employees who leave employment are entitled to payment in lieu of any accrued but unused annual leave days.

Holiday pay calculation

Annual leave is paid at the employee's average daily earnings, calculated over a reference period prior to the leave. The calculation uses the employee's average pay including regular bonuses and allowances that form part of normal remuneration. Pay during annual leave must not be less than what the employee would have received had they worked.

Enhanced employer practice

Many employers in Armenia's technology and professional-services sectors offer annual leave above the 20 days statutory floor. Twenty-five to thirty days is increasingly common among international employers operating through EOR structures. Teamed can advise on market benchmarks for the role and sector.

1. Set the working week at the statutory cap

   All Armenia employees work a maximum of 40 hours per week. There is no individual opt-out. Confirm the cap is written into every employment contract before the first day of work.

2. Grant annual leave on top of public holidays

   Employees receive 20 days of paid annual leave per year for a standard 5-day week. Armenia's 14 public holidays sit on top of that total and are not bundled in. Calculate both when setting out the leave entitlement in the contract.

3. Apply the correct sick-pay split

   The employer pays the first 5 days of any sick-leave period. From day 6, the State Social Insurance Fund takes over and pays the employee directly. Collect and submit the medical certificate to trigger the state benefit.

4. Process maternity and paternity claims through the state fund

   Maternity leave runs for 140 days at full salary, funded by the State Social Insurance Fund rather than the employer directly. Fathers receive 5 days of paid paternity leave through the same fund. Submit the claim on the employee's behalf and keep a record for each parental period.

5. Track and pay out unused leave on exit

   Unused annual leave may be carried forward under the Labour Code. When an employee leaves, pay out all accrued but unused leave days as part of final pay. Final pay, including any leave payout, must be settled on the last working day.

The 14 public holidays are among the highest counts in the region. Some sources put the figure at 12; the enumerated 2026 list from Office Holidays confirms 14. Employers should use the enumerated list when planning workforce scheduling rather than relying on a rounded headline count.

When a public holiday falls on a weekend day, the Labour Code typically provides for a substitute day off on the nearest working day. The specific substitute dates for a given year are confirmed by government order and should be checked annually.

Working on a public holiday

Employees who work on a public holiday are entitled to enhanced compensation under the Labour Code. The standard approach is either payment at a premium rate or a compensatory day off in lieu, as agreed between the employer and employee. Employers should confirm the applicable rate in the employment contract or company handbook, as the Labour Code sets a minimum floor.

Maternity leave

Maternity leave runs for 140 days in total. It is split between pre-birth and post-birth periods. The standard split is 70 days before birth and 70 days after, giving the 140 days total. In cases of complicated births or multiple births, the post-birth period is extended, giving a longer overall entitlement.

Pay during maternity leave is at 100% of the employee's average salary. This is funded through Armenia's State Social Insurance Fund, not by the employer directly. The employer processes the claim on behalf of the employee and the fund reimburses the payment. This means maternity pay is not an out-of-pocket cost for the employer beyond normal payroll administration.

Paternity leave

Fathers are entitled to 5 days of paid paternity leave. This leave is typically taken around the time of birth. Paternity pay is provided at the employee's average salary rate, administered through the state social insurance system in the same way as maternity pay.

Child-care leave

After the initial maternity or paternity leave period, either parent may take unpaid job-protected child-care leave until the child reaches three years of age. This is 36 months of leave in total. During this period the employment relationship is preserved. The employee cannot be dismissed while on child-care leave. The position must be held open, or an equivalent role offered on return.

Child-care leave is unpaid at the statutory level. Some employers provide a partial top-up or flexible return-to-work arrangements; these are contractual rather than required by law.

Adoption leave

Adoptive parents have equivalent rights to biological parents under Armenian law. An adoptive mother receives the same maternity leave entitlement from the point of adoption. The specifics depend on the age of the adopted child and the adoption order.

Armenia's sick-pay system has two phases. The employer covers the cost for the first 5 days of each period of incapacity. From day six onward, the State Social Insurance Fund takes over and pays the employee directly at 80% of their average daily earnings.

The 80% rate applies from the point the fund takes over. The reference period for calculating average daily earnings is typically the twelve months of earnings before the period of incapacity began. Employers must submit the relevant documentation to the State Social Insurance Fund to trigger the state benefit.

Self-certification and documentation

Employees must provide a medical certificate from a licensed healthcare professional to claim sick-leave benefit. The certificate covers the period of incapacity and is submitted to the employer for processing. Armenia does not have a self-certification period in the same form as the UK. A medical certificate is typically expected from the start of the absence to trigger the statutory entitlement.

Enhanced employer practice

Many international employers operating in Armenia top up the state sick-pay rate to full salary, particularly for senior or specialist staff. The top-up is a contractual benefit rather than a legal requirement. Teamed can advise on market norms for the role and sector.

Real HR and legal experts manage your Armenia working-time obligations, from the employment contract through every public-holiday calculation, maternity-leave claim submission to the State Social Insurance Fund, and sick-pay handoff from employer to fund. An actual person, not a chatbot or pooled queue. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.

AMD payroll, contractor onboarding, and entity setup all live on one platform. Run the Employer Cost Calculator to build the full cost picture for an Armenia hire, including social insurance and leave liabilities. Start from the Armenia hiring overview. Each guide covers one layer of Armenia employment law.

Key sources: Armenian Leave Policy Guide, Vardanyan and Partners Law Firm and Employment and Labor Laws in Armenia 2026, Saviorhire.