Angola Leave Laws and Holidays

Employees are entitled to paid sick leave, which varies depending on their tenure. Typically, it is up to 2 months full pay for less than 5 years of service and up to 4 months for more.

Employees should inform their employer about their sickness as soon as possible, and supply a medical certificate.

Sick leave requires submission of a medical certificate to justify the absence and to receive sick pay.

Additional sick leave may be granted in case of serious or prolonged illness, subject to medical certification and employer agreement.

Sick leave does not accrue over time but is granted based on actual sickness and medical certification.

Sick leave is not subject to carry over as it is based strictly on instances of illness.

Unused sick leave is not paid out on termination since it is granted based on actual sickness.

Unused sick leave is not paid out at the end of the year.

A valid medical certificate is mandatory to apply for sick leave and must be provided by a certified medical practitioner.

Pregnant employees are entitled to 90 days of maternity leave, which can be taken before and after childbirth.

The expected date of childbirth must be communicated to the employer with reasonable advance notice, typically supported by medical documentation.

Maternity leave is a statutory right and does not require employer approval, although notification and scheduling requirements must be met.

Additional maternity leave beyond the statutory 90 days is not standard and would require special arrangements or medical justification.

Maternity leave does not accrue over time but is a fixed entitlement per pregnancy.

Maternity leave cannot be carried over as it is tied to a specific event (childbirth) and must be used within a designated time frame around the date of childbirth.

Maternity leave benefits are not subject to payout on termination, as they must be used within the context of childbirth.

There is no end of year payout for maternity leave as it does not accumulate or carry over annually.

Employers are prohibited from dismissing a female employee during her pregnancy and maternity leave except in cases of severe misconduct unrelated to the pregnancy or childbirth.

Employees are entitled to 22 working days of paid annual leave per year after one year of service.

The timing of annual leave must be agreed upon between the employer and the employee, typically requiring notice and planning in advance to accommodate business operations.

Annual leave requires approval from the employer, and the scheduling is subject to the employer's discretion to ensure the continuity of business operations.

Additional annual leave beyond the standard quota is not commonly granted, except under special agreements or circumstances.

Annual leave is accrued monthly, based on the employee's start date, and is calculated at a rate that accumulates to 22 days per full year of service.

Carrying over of unused annual leave to the next year is permitted, but typically must be used within the first quarter of the following year; specific rules may vary by employer.

Any accrued but unused annual leave is paid out to the employee upon termination of employment.

There is generally no payout of unused annual leave at the end of the year, except upon termination or as otherwise stipulated by the employer.

The scheduling and approval of annual leave are subject to agreement between employer and employee, taking into consideration the needs of both the business and the individual.

The duration of paternity leave may vary, typically providing a few days off around the time of childbirth.

Employees are expected to provide advance notice of the expected date of childbirth to plan for their absence.

While paternity leave is a right, the exact timing and duration need to be approved by the employer based on operational requirements.

Additional paternity leave beyond what is stipulated by law or company policy is not typical and would require special approval.

Paternity leave does not accrue and is granted per event (childbirth).

Paternity leave cannot be carried over as it is intended for use specifically around the time of childbirth.

There is no payout for unused paternity leave upon termination, as this leave must be used in relation to a specific childbirth event.

Unused paternity leave is not paid out at the end of the year as it does not accumulate.

Paternity leave is intended to support fathers in participating in the early care of their newborns and in assisting the mother around the time of childbirth.

Employees are entitled to up to 5 days of bereavement leave upon the death of an immediate family member.

Employees should notify their employer as soon as possible in the event of the death of an immediate family member.

Bereavement leave is usually granted without prior approval, given the nature of the circumstances.

Additional bereavement leave is not commonly available; however, exceptions may be made at the discretion of the employer.

Bereavement leave does not accrue and is granted as needed per occurrence.

There is no carry over for bereavement leave as it is granted per incident.

There is no payout for unused bereavement leave upon termination of employment.

Unused bereavement leave is not paid out at the end of the year.

Bereavement leave is typically available for the death of immediate family members only, which includes spouse, children, parents, and siblings.

Employees are entitled to up to 8 days of paid leave for their own marriage.

Employees must notify their employer in advance of their intended marriage date to arrange leave.

Employer approval is not required, but employees must notify their employer in advance and provide proof of marriage.

Additional marriage leave is not usually granted unless specified in collective agreements.

Marriage leave is granted once per employee for their marriage and does not accrue.

Marriage leave cannot be carried over as it is tied to a specific event.

Unused marriage leave is not compensated upon termination.

Marriage leave is not paid out at the end of the year.

Employers may request a copy of the marriage certificate to validate the leave.

Employees called to military service are entitled to unpaid leave for the entire duration of their service.

Employees must notify their employer immediately upon receiving notice of military service.

Employer approval is not needed, but formal notification and proof of military service are required.

Military leave is granted for the full duration of the service period and does not have additional quotas.

Military leave is granted as needed based on conscription or voluntary service requirements.

Military leave cannot be carried over as it is granted when service is required.

Military leave is unpaid and does not result in compensation upon termination.

Military leave is not paid out at the end of the year.

Employees are entitled to return to their previous position or an equivalent role after completing military service.

Employees pursuing education relevant to their job may be entitled to up to 60 days of paid or unpaid study leave per year.

Employees must provide advance notice to their employer with proof of enrollment or exam schedules.

Study leave typically requires employer approval, and the employer may grant leave based on the relevance of the studies.

Additional study leave may be granted for exam preparation or final examinations.

Study leave is granted based on the employee's educational commitments each year and does not accrue over time.

Study leave must be used within the academic year and cannot be carried over.

Unused study leave is not compensated upon termination of employment.

Study leave is not paid out at the end of the year.

Employers may require documentation such as enrollment certificates or exam schedules to validate the leave.