Ethiopia Leave Laws and Holidays

Employees are entitled to annual leave ranging from 14 to 18 days depending on their years of service. This increases with the length of service at the company.

Employees must provide advance notice when planning to take their annual leave, though the exact period is typically stipulated by company policy.

Annual leave requires the approval of the employer. The approval is based on the operational requirements and staffing needs of the employer.

Additional leave days are granted based on the number of years an employee has worked with the employer, typically accruing extra days after certain service milestones.

Annual leave accrues monthly but is typically accessible after completion of a probationary period as defined by the employer.

Carry over of unused annual leave is often permitted, but typically there's a limit on how much leave can be carried over into the next year, which is usually stipulated by the employer's leave policy.

Upon termination of employment, employees are entitled to a payout for their accrued but unused annual leave days.

There is generally no payout for unused annual leave at the end of the year, except upon termination.

Further stipulations about annual leave can vary significantly between different employment contracts and employer policies.

Employees are entitled to sick leave up to 6 months. The first month is typically fully paid, followed by half pay for the subsequent months until the sixth month.

Notice should be given immediately or as soon as possible after the employee becomes aware that they need to take sick leave.

Sick leave typically requires a medical certificate, especially for extended periods of absence, to be approved by the employer.

Sick leave quota is generally fixed and extensions beyond the stipulated period may require special considerations or adjustments to employment terms.

Sick leave does not accrue and is granted based on actual sickness and medical necessity.

Sick leave does not carry over to the next year as it is allocated based on each instance of illness.

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

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

Proof such as a medical certificate is typically required to validate the sickness and the need for leave, especially for long durations.

Ethiopia observes multiple public holidays throughout the year, and all employees are entitled to these days off with pay.

Notice periods do not apply to public holidays as these are predetermined and known in advance.

Public holidays do not require approval as they are statutory days off.

Additional quota for public holidays is not applicable as these days are fixed and mandated by law.

Public holidays do not accrue and are observed as per the national calendar.

Carry over of public holidays is not applicable.

There is no payout for public holidays upon termination as these do not accumulate.

There is no end-of-year payout for public holidays.

Public holidays are fixed by law and all employers must comply with the closure of business on these days unless specified otherwise by relevant authorities.

The duration of bereavement leave varies, typically a few days, depending on the employer's policy and the relationship to the deceased.

Employees should inform their employer of the death as soon as possible to arrange for bereavement leave.

Bereavement leave is usually granted without formal approval, though notification and some form of verification might be required.

Additional days of bereavement leave may be granted at the discretion of the employer, depending on circumstances.

Bereavement leave does not accrue and is granted as needed based on specific instances of bereavement.

Carry over of bereavement leave is not applicable.

Bereavement leave is not subject to payout upon termination as it is intended for immediate use during a bereavement period.

There is no payout for unused bereavement leave at the end of the year.

Bereavement leave policies usually cover immediate family members, but specific terms can vary significantly between different employers.

Women employees are entitled to maternity leave of 90 days for normal delivery and up to 120 days for caesarean or multiple births.

Employees are required to provide advance notice of their expected date of delivery as soon as it is known, to facilitate proper planning and coverage during their absence.

While maternity leave is a statutory right, the timing and any extensions often require approval from the employer.

Additional leave may be granted in the case of pregnancy complications or health issues post-delivery, subject to medical certification and employer agreement.

Maternity leave is a statutory entitlement and does not accrue over time.

Maternity leave does not carry over; it must be used within the timeframe of the pregnancy and postpartum period.

Maternity leave is not subject to payout on termination, as it must be used during the maternity period.

There is no end of year payout for maternity leave as it is event-specific and must be used as such.

The law provides job security during maternity leave, ensuring that women cannot be terminated due to pregnancy or while on maternity leave.

Male employees are entitled to 3 days of paternity leave, which can be taken at the time of childbirth.

Employees should notify their employer as soon as the childbirth is imminent, ideally providing a notice a few weeks in advance if possible.

Paternity leave does not require formal approval, but employees are required to inform their employer about the intended dates of leave.

There are no legal provisions for additional paternity leave beyond the stipulated 3 days.

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

Carry over does not apply to paternity leave as it is intended for use specifically at the time of childbirth.

Paternity leave is unrelated to termination scenarios and is intended for use specifically around the time of childbirth.

There is no end-of-year payout for unused paternity leave as it should be used specifically at the time of childbirth.

Paternity leave is specifically intended for use during the period around childbirth to support the spouse and new child.