Ethiopia Leave Laws
- 7th January – Ethiopian Christmas
- 19th January – Orthodox Epiphany
- 2nd March – Victory of Adwa
- 22nd April – Ethiopian Good Friday
- 24th April – Ethiopian Easter
- 1st May – Labor Day
- 3rd May – Eid-al-Fitre
- 5th May – Patriots’ Victory Day
- 28th May – Downfall of the Derg (National Day)
- 10th July – Eid Al Adaha
- 11th September – Ethiopian New Year (Enkutatash)
- 27th September – Meskel (Finding of the True Cross)
- 9th October – Moulid (Birthday of the Prophet Muhammad)
All public holidays observed will be paid public holidays.
An employee who is paid monthly will incur no reduction in his wages on account of having not worked on a public holiday.
An employee is entitled to his/her hourly wages multiplied by two for each hour of work on a public holiday.
- Vacation/Annual Paid Leave
An employee is entitled to uninterrupted annual leave with pay which will not be less than:
– fourteen (14) working days for the first one year of service
– fourteen (14) working days plus one working day for every additional year of service.
Additional annual leave with pay, for employees engaged in particularly arduous work, or the condition in which it is done is unhealthy, may be fixed in a collective agreement.
For purposes of determining the qualifying period of service required for the entitlement of annual leave, 26 days of service in an undertaking will be deemed to be equivalent to one month of employment.
An employee will be granted his/her first period of leave after one year of service and his/her next and subsequent period of leave during each calendar year.
- Use-it-or-lose-it policy
Any leave postponed will not be postponed for more than two years.
- PTO payout at the termination
A worker whose contract of employment is terminated under this Proclamation is entitled to his/her pay for the leave he/she has not taken.
Ethiopia leave laws state that an employer is not allowed to terminate the contract of employment of a woman during her pregnancy and until four months of her confinement.
An employer is required to grant time off to a pregnant women employee without deducting her wages, for medical examination connected with her pregnancy, provided, however, that she is obliged to present a medical certificate of her examination.
A pregnant employee is, upon the recommendation of a medical doctor, entitled to leave with pay.
A woman employee is entitled to a period of 30 consecutive days of leave with pay preceding the presumed date of her confinement and a period of 60 consecutive days of leave after her confinement.
If she does not deliver within the 30 days of her prenatal leave she is entitled to an additional leave until her confinement. If delivery takes place before the 30 days period has elapsed, the post-natal leave will commence.
Employee after having completed his probation, is rendered incapable of work due to sickness other than resulting from employment injury, will be entitled to sick leave.
The leave, in no case, will be more than six months counted consecutively or separately in the course of any 12-months period starting from the first day of his sickness.
Employees are required to notify the employer the day following his absence.
An employee is entitled to a sick leave upon presenting a valid medical certificate.
The period of sick leave is be granted in the following manner:
– the first one month with 100 percent of his wages
– the next two months with 50 percent of his wages
– the next three months without pay.
Jury Duty Leave and Voting Leave
Employees who exercise their civil rights or duties will be granted leave with pay, only for the time utilized for the said purpose.
Employees are entitled to leave with pay for three working days when their spouse or descendants or ascendants or another relative, whether by affinity or consanguinity up to the second degree dies.