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Angola Leave Laws – Vacation Tracker

Holidays

  • 1st January – New Year’s Day
  • 4th February – Liberation Day (Colonial Repression Martyr’s Day)
  • 1st March – Carnival Tuesday (Tuesday before Ash Wednesday)
  • 8th March – Women’s Day (in lieu)
  • 4th April – Peace Day (Day of Peace and Reconciliation)
  • 15th April – Good Friday
  • 17th April – Easter Sunday
  • 1st May – Labor Day
  • 17th September – National Heroes’ Day 
  • 2nd November – All Souls’ Day (Memorial Day)
  • 11th November – Independence Day
  • 25th December – Christmas Day and Family Day

Holidays are considered normal working days for the right to salary and the employee is entitled to payment unless the employer can compensate him/her with overtime or extension of normal work schedule.

PTO

  • Vacation/Annual Paid Leave

The employee has the right, in each calendar year, to a period of paid vacation. The vacations period is 22 working days each year. Weekly days of rest, complementary rest, and holidays are not counted. 

The employee will not, during the holidays, exercise any paid to professional activity, unless they already exercised it in accumulation.

  • Use-it-or-lose-it policy

The vacation expired in the year after the admission to work correspond to two working days for each complete month of work in the admission year, with a minimum limit of six working days.

Vacation should be taken during the calendar year in which they fall due, without prejudice to be marked to be enjoyed in the first quarter of next year, in whole or in part if the employee so requests and there is no inconvenience in accumulation or not with that year’s due vacation.

  • PTO payout at the termination

Whenever the employment contract terminates, for any reason, the worker has the right to the payment of the vacation due in the year of cessation, except if they were already taken.

Notwithstanding the preceding paragraph has the right to receive remuneration for a vacation period calculated based on two working days of vacation for each completed month of service elapsed from January 1 until the date of termination.

Termination of the employment contract before the expiration of the first vacation period does not apply the provisions of the preceding, but the employee is entitled to remuneration for a period calculated based on two working days of vacation for each full month of employment completed from the date of admission until the date of termination of the contract.

Maternity Leave, Paternity Leave, Parental Leave, Family Support Leave

Maternity Leave

Maternity leave commences four weeks before the due date (8 weeks before the due date for multiple births) and nine weeks of maternity leave after the child’s birth.

If the birth takes place after the expected delivery date, the period of leave is extended by the necessary period to last at least nine weeks after the child’s birth.

Maternity pay is calculated using the cumulative earnings of the preceding six months.

Paternity Leave

Fathers are entitled to one day of paid leave at the time of the birth of a child.

Parental Leave

After the maternity leave ends, and with prior agreement from the employer, the employer can provide a female employee with an additional four weeks of supplementary unpaid leave to take care of the child.

Family Support Leave 

An employee is entitled to 8 days of paid family per year with prior employer approval.

Sick Leave, Leave due to an Accident, Illness, or for Care

Sick Leave

Employees on sick leave in medium or large companies receive full payment of their basic salary for the first two months of absence. From the third month to the 12th month of absence, the employer must pay the employee 50% of the basic salary until the relevant social protection entity takes over.  For smaller companies, employers shall pay 50% of the regular wage for 90 days.

Leave due to an Accident, Illness, or for Care

The absence of work necessary to provide urgent assistance to members of the household, its duration has the following limits:

  • Three days per month, in the case of illness or injury of a spouse, parents, grandparents, children over 10 years and similar degrees in the same straight line, up to a maximum of 12 working days a year.
  • 24 working days per year, in the case of illness or injury of a child, adopted, or stepchild under 10 years.

Leave is paid within the limits and conditions laid down by special legislation in health protection and accident unless the employee is entitled to social security benefits or insurance.

Jury Duty Leave and Voting Leave

The judicial, military, police, or others with similar statutory powers to determine the appearance of the work or in which the worker must perform the acts that constitute a legal obligation to justify the absence, are required to provide this, evidence detailed fit and, in particular, the location, date and time of the show to be presented to the employer.

Bereavement Leave

Employees are entitled to eight days off, in the case of the death of a spouse or persons that are proven to live with the employee in union or death of parents and children. They are also entitled to four working days off, in the case of the death of grandparents, in-laws, siblings, grandchildren, sons, and daughters.

Employees are entitled to two days off in the case of any person or uncles that are proven to live in communion tables and housing to the worker.

If the funeral takes place at a distance from the center of the work, the employee is still entitled to the time necessary for the journey without pay.

Military Leave

In the case of absences for compulsory military law, the employer is obliged to pay the salary corresponding to the absence, up to two days per month, but not for more than 15 days per year.

Please consult your local legal counsel to learn more about Angola Leave Laws.

To learn more about laws in various countries, check out our Leave Laws page.

    All materials have been prepared for general information purposes only to permit you to learn more about this region's leave laws. The information presented is not legal advice, is not to be acted on as such, and may not be current. Please contact your local legal counsel to learn more about the leave laws in your country.