Namibia Leave Laws and Holidays

Employees are entitled to 24 working days of paid annual leave per year, based on a six-day workweek.

Employees must provide reasonable notice to their employer prior to taking annual leave, though specific notice periods may be defined by the employer.

Annual leave must be scheduled at a time convenient to the employer and typically requires approval.

Additional annual leave beyond the standard quota is not commonly granted, though exceptions may occur at the employer's discretion.

Annual leave is accrued on a monthly basis, with employees typically accruing two days per month.

Employees can carry over unused annual leave to the next year, but it is usually limited to a certain amount and duration as specified by employer policies.

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

Annual leave is not typically paid out at the end of the year unless the employment is terminated.

The scheduling of annual leave may be subject to the operational requirements of the employer, and employees might need to coordinate with their employer to take their leave.

Fathers are entitled to 10 working days of paternity leave, to be taken within 6 months after the birth of the child.

Fathers should inform their employer of their intention to take paternity leave as soon as practicable after the birth is known.

While paternity leave is a statutory right, the timing of the leave must be approved by the employer.

Additional paternity leave is generally not available beyond the statutory 10 working days.

Paternity leave does not accrue; it is available per childbirth event.

Paternity leave must be taken within 6 months of childbirth and cannot be carried over beyond this period.

Paternity leave is not paid out upon termination, as it must be used in relation to the childbirth event.

There is no end-of-year payout for unused paternity leave.

Employers are not allowed to penalize employees for taking paternity leave, ensuring protection for fathers wishing to use this leave.

Employees are entitled to 30 working days of paid sick leave for every 36 months of continuous employment.

Employees should inform their employer as soon as possible on the first day of absence due to sickness.

Sick leave does not need prior approval, but a medical certificate must be provided if the sickness lasts for more than two consecutive days.

Extra sick leave beyond the statutory quota is not generally available, but may depend on employer policies or collective agreements.

Sick leave entitlement accrues over a period of 36 months from the date of employment or from the last cycle completion.

Unused sick leave does not carry over to the next cycle; it resets every 36 months.

Unused sick leave is not paid out upon termination of employment.

There is no end of year payout for unused sick leave.

Employers may require a valid medical certificate for granting sick leave, especially for absences longer than two consecutive days.

Employees are granted 3 to 5 days of compassionate leave per event, depending on the employer's policy.

Employees should notify their employer as soon as possible, ideally before the leave starts, but the nature of such events can make immediate notice difficult.

Compassionate leave typically requires approval, often with some form of proof or explanation of the event necessitating the leave.

Additional compassionate leave may be granted at the discretion of the employer, based on the circumstances.

Compassionate leave does not accrue and is granted per incident.

There is no carry over for compassionate leave as it does not accrue.

Compassionate leave is not paid out upon termination as it is intended for immediate use during specific personal crises.

There is no end of year payout for compassionate leave as it does not accrue annually.

Proof such as a death certificate or documentation of a family emergency may be required to substantiate the need for compassionate leave.

Pregnant employees are entitled to 12 weeks of maternity leave, which can be taken 6 weeks before the expected date of birth and 6 weeks after.

Employees must notify their employer at least one month before the commencement of maternity leave or as soon as reasonably practicable.

Maternity leave does not require approval, but the employer must be notified in advance as per the legal requirements.

Additional maternity leave may be granted depending on the employer's policies or under special circumstances as stipulated by medical professionals.

Maternity leave is a statutory right and does not accrue over time like annual or sick leave.

Carry over rules do not apply to maternity leave as it is a one-time entitlement per pregnancy.

Maternity leave is not subject to payout upon termination, as it must be utilized in relation to the pregnancy period.

There is no end of year payout for maternity leave as it is tied specifically to the period around the birth of a child.

It is unlawful to dismiss a female employee during her pregnancy and maternity leave except under serious misconduct unrelated to pregnancy or childbirth.

The amount of study leave granted is typically agreed upon between the employer and the employee, often depending on the nature of the study and its relevance to the job.

Employees should provide reasonable notice when requesting study leave, with the exact time frame often specified in the employment agreement or leave policy.

Study leave requires the approval of the employer, and such approval often depends on the relevance of the study to the employee's job responsibilities.

Additional study leave may be granted based on company policy and the discretion of the employer, often linked to the benefits derived from the employee's study.

Study leave is not typically accrued but is granted based on specific needs related to educational pursuits.

Study leave is generally not subject to carry over rules as it is granted on a need basis.

Study leave is not paid out upon termination as it is intended for specific educational purposes during employment.

There is no payout for unused study leave at the end of the year, as it does not accrue.

Employers may require proof of enrollment and evidence of the relevance of the study to the job before granting study leave.

Employees are entitled to 7 days of family responsibility leave per year for reasons related to the health or care of immediate family members.

Employees should notify their employer as soon as possible when they need to take family responsibility leave.

While family responsibility leave is a right, the scheduling of such leave may require approval to ensure adequate coverage at work.

Additional family responsibility leave may be granted at the discretion of the employer, often depending on the circumstances.

Family responsibility leave is granted on a yearly basis and does not accrue beyond the stipulated 7 days per year.

Unused family responsibility leave does not carry over to the next year; it must be used within the year it is granted.

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

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

Family responsibility leave is intended for use in situations involving immediate family members, such as a spouse, child, or parent.