Nigeria Leave Laws and Holidays

Compassionate leave is granted at the discretion of the employer, often for events like the death of a close relative. The duration varies by company policy.

Employees should notify their employer as soon as possible in the event of a bereavement or other circumstance requiring compassionate leave.

Compassionate leave generally requires approval based on the nature of the event and the employer's policy.

Additional compassionate leave may be granted depending on the specific situation and the employer's policy.

Compassionate leave does not accrue and is not based on length of service; it is granted as needed.

There is no carry over for compassionate leave as it is intended for immediate, unforeseen circumstances.

Compassionate leave is not paid out upon termination as it does not accrue.

There is no end of year payout for compassionate leave.

Compassionate leave is usually granted for events involving immediate family members, though policies may extend to other dependents or relatives based on the employer's discretion.

Study leave entitlements vary significantly between employers and are often based on the nature of the study related to job duties.

The required notice period for study leave can vary widely depending on employer policy. Typically, as much notice as possible should be given.

Study leave generally requires approval from the employer, depending on the relevance of the study to the employee's job and the organization's policy.

Additional study leave is at the discretion of the employer and may depend on the employee's performance, the relevance of the study, and the benefit to the organization.

Study leave does not typically accrue and is granted based on specific instances of educational pursuit.

Carry over of study leave is not generally applicable as it is granted per specific educational event.

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

Study leave does not have an end of year payout as it is not accrued but granted per study event.

Employers may require a service bond where the employee must remain with the company for a specified period after the study leave, failing which they may have to reimburse the costs.

Eligible male employees are entitled to 10 working days of paternity leave within the first 2 months of a child’s birth.

Employees are expected to notify their employer as soon as practicable after the birth of the child.

Paternity leave requires employer approval, typically granted based on proof of birth.

Additional paternity leave is not typically available beyond the statutory period unless provided for by employer policies.

Paternity leave does not accrue annually, it is available per event based on child birth.

There is no carry over applicable for paternity leave as it is intended for use soon after the birth of a child.

Paternity leave is not paid out upon termination; it must be used within the specified time frame after the child's birth.

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

Paternity leave must be taken in one continuous block within two months of the child’s birth and cannot be split into separate periods.

Employees are entitled to a sick leave of up to 12 working days per annum, which typically accrues monthly.

Employees should inform their employer about their sickness as soon as possible, preferably on the first day of absence.

Sick leave usually needs to be approved by the employer and might require medical certification, especially if the absence extends beyond a few days.

Additional sick leave quota may be granted if supported by a medical certificate and depending on the employer's policies.

Sick leave typically accrues monthly from the commencement of employment but is only usable after a probationary period, if applicable.

Sick leave generally does not carry over to the next year; unused days are typically forfeited.

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

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

The implementation of sick leave can vary widely depending on the employer's policy and the specific terms of the employment contract.

Female employees are entitled to 12 weeks of maternity leave with pay, provided they have been employed for at least 6 months before the expected delivery date.

The employer should be notified of the pregnancy and the expected date of delivery at least 6 weeks before the commencement of the maternity leave.

Maternity leave requires formal notification and is typically approved as long as the necessary documentation (e.g., medical certificate) is provided.

Additional maternity leave may be granted in case of pregnancy complications or health issues post-delivery, subject to medical advice and employer's policies.

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

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

Maternity leave payout on termination is not applicable as it should be utilized during the pregnancy period itself.

There is no end of year payout for maternity leave as it must be used within the childbirth period.

Employers are prohibited from dismissing a female employee during her maternity leave except for gross misconduct.

Employees are entitled to a minimum of six working weeks of annual leave after 12 months of continuous service with the same employer.

Employees are usually required to notify their employers at least two weeks in advance before taking their annual leave, although this can vary based on company policy.

Annual leave requires prior approval from the employer, typically following a formal leave application process as stipulated by company policy.

Additional quota beyond the statutory minimum is not commonly granted for annual leave, unless specified by employer policies or under special circumstances.

Annual leave accrues monthly but is only eligible for use after the employee has completed 12 months of service.

Carrying over of unused annual leave is typically limited. Most organizations allow a certain portion of unused leave to be carried over into the next year, but this is often capped and the specifics can vary by employer.

Unused annual leave is usually paid out upon termination of employment. The payout amount is calculated based on the employee's current salary rate.

There is generally no payout for unused annual leave at the end of the year unless it is not carried over and is forfeited.

Additional rules regarding annual leave can vary significantly between different employment contracts and employer policies.

Employees are entitled to a minimum of 6 days of casual leave per year, typically used for personal matters.

Casual leave generally requires short notice, ideally a day or two in advance, unless it is for unforeseen circumstances.

Casual leave requires approval from the employer, which is usually granted based on the nature of the request and operational needs.

Additional casual leave beyond the statutory quota is at the discretion of the employer and may depend on specific circumstances and company policy.

Casual leave typically accrues annually and is reset at the beginning of each calendar year.

Unused casual leave generally does not carry over to the next year; it expires at the end of each calendar year.

Casual leave is not paid out upon termination of employment.

There is no end of year payout for unused casual leave as it is expected to be used within the year it is accrued.

Casual leave is often used for urgent matters involving immediate family and personal emergencies.