Sierra Leone Leave Laws and Holidays

Fathers are entitled to 1 week of paid paternity leave to be taken shortly after the birth of their child.

Fathers must inform their employer of their intention to take paternity leave as soon as the expected date of childbirth is known.

Paternity leave requires prior approval from the employer, although this is often a formality.

Additional paternity leave beyond the standard one week is not commonly available and is subject to employer's discretion.

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

Paternity leave cannot be carried over as it is intended for use immediately following the birth of a child.

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

There is no end of year payout for unused paternity leave as it must be used in relation to the childbirth event.

Paternity leave must be taken in one continuous block starting from the date of childbirth.

Employees are entitled to sick leave of up to 12 days per year for illnesses or injuries.

Employees should inform their employer as soon as possible about their absence due to illness.

While initial sick leave days may not need explicit approval, a medical certificate is typically required for a continuous period of absence due to sickness, especially if it exceeds two consecutive days.

Additional sick leave may be granted if supported by a medical certificate and depending on the employer’s policies and the specific circumstances of the illness or injury.

Sick leave entitlement typically accrues annually from the date of employment.

Unused sick leave generally does not carry over to the next year; it is reset at the beginning of each calendar year.

Unused sick leave does not usually result in a payout upon termination of employment.

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

Sick leave is granted only when an employee is medically unfit to work, as evidenced by a medical certificate, especially for long periods of absence.

Employees are entitled to 21 working days of paid annual leave after completing 12 months of continuous service with the same employer.

The specific notice period for annual leave may vary by employer, but generally, employees are encouraged to give notice well in advance to ensure the smooth operation of the business.

Annual leave must be scheduled in agreement with the employer to accommodate work operations and the needs of other employees.

Additional annual leave beyond the statutory quota typically depends on the terms of the employment contract or company policy rather than statutory law.

Annual leave rights accrue on a monthly basis once the employee has started their employment, culminating in the full entitlement after 12 months of service.

The rules on carrying over unused annual leave are generally determined by employer policy, although typically a certain amount of days can be carried over into the next year.

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

End of year payout of unused annual leave is not typically a standard practice, depending on company policy.

Scheduling of annual leave must consider the needs of the employer’s business and typically requires coordination with the employer to avoid any operational disruptions.

Pregnant employees are entitled to 14 weeks of paid maternity leave, which can be extended under certain medical conditions.

Employees must inform their employer of their pregnancy and intended leave start date at least 6 weeks before the leave is due to start.

While official approval is needed, maternity leave is a statutory right, and as such, the approval process is generally procedural.

Additional leave may be granted in the event of pregnancy complications or health issues affecting the mother or baby, typically supported by medical documentation.

Maternity leave does not accrue over time and is based strictly on the occurrence of pregnancy.

Maternity leave cannot be carried over as it is event-based and must be used within the timeframe of the pregnancy and postpartum period.

There is no payout for unused maternity leave upon termination, as the leave entitlement ceases once the employment ends.

Maternity leave is not subject to end of year payout as it must be used within a specific period around the time of childbirth.

Women on maternity leave are protected against termination of employment due to their pregnancy or leave, except in cases of gross misconduct.

Employees are generally entitled to 3 to 5 days of paid leave upon the death of an immediate family member. The exact duration may vary based on the employer’s policy or the employment agreement.

Employees should inform their employer as soon as possible about their need for bereavement leave and may need to provide documentation, such as a death certificate, if required.

Bereavement leave is typically approved without issue, but employees must formally request it and provide proof of the relationship with the deceased if required.

Employers may allow additional days of unpaid or paid leave based on the employee’s circumstances, such as travel requirements or cultural mourning practices.

Bereavement leave is granted on an as-needed basis and does not accumulate over time.

Bereavement leave cannot be carried over as it is only provided in the event of a death.

Bereavement leave is not a benefit that qualifies for payout upon termination.

Unused bereavement leave is not compensated at the end of the year as it is only available when necessary.

Some employers may require employees to submit an obituary, death certificate, or another form of verification to approve the leave request.

Employees are entitled to take leave for the entire duration of their jury duty service as mandated by the court.

Employees should notify their employer immediately upon receiving a jury duty summons and provide a copy of the official notice.

Employers cannot deny jury duty leave, but employees must notify them in advance and provide official documentation.

Jury duty leave is granted based on legal obligations, and there are no additional quotas beyond the service duration.

Jury duty leave does not accrue like other leave types but is granted when an employee is required to serve in court.

Jury duty leave cannot be carried over since it is only applicable when summoned by the court.

Jury duty leave is not a financial benefit and does not qualify for payout upon termination.

Unused jury duty leave is not compensated at the end of the year.

Employees may need to provide a court-issued certificate of attendance or official documentation verifying their jury service.

Employees who are called to military service or training are entitled to leave for the entire duration of their service, as per national military regulations.

Employees should inform their employer immediately upon receiving military deployment or training orders.

Military leave is a legal entitlement, and employers cannot deny it, but employees must provide advance notice.

Employers may grant additional leave beyond the required quota, depending on internal policies or agreements.

Military leave is granted when necessary and does not accrue over time like vacation leave.

Military leave is only provided when required and does not carry over from one year to another.

Military leave is not a financial benefit and does not qualify for payout upon termination.

Unused military leave is not compensated at the end of the year.

Employees returning from military leave are generally entitled to reinstatement to their previous position or an equivalent role, as per labor laws.