Leave Policy in Angola

Earned Leave in Angola

Angola's labor laws provide a structured framework for employee leave entitlements, ensuring workers have adequate time for rest, personal matters, and family responsibilities. Employers must understand these provisions to maintain compliance and promote a balanced work environment.

• Employees are entitled to 22 working days of paid vacation each calendar year.
• For employees in their first year of service, vacation accrues at a rate of two working days for each complete month worked, with a minimum of six working days.
• This initial leave entitlement expires on July 1st of the following year.
• The 22 working days of vacation do not include weekly rest days, supplementary rest days, or public holidays.
• The NGLL prohibits replacing vacation time with compensatory leave or other benefits, even at the employee's request.

Employees should ideally utilize the annual leave within the calendar year it accrues. However, employers can only schedule the leave in the first three months of the following year upon employee request if it doesn't disrupt operations. 

‍Note: If an employee misses work and loses earnings, the employer can deduct the missed time from that month's salary, even if it's less than a full day.

Maternity Leave in Angola

The maternity leave policy in Angola has retained most of the former leave entitlements as per the now-repealed General Labor Laws with a few changes. 

• Employees are entitled to three months of paid maternity leave. However, the NGLL allows employees to extend this leave to four months. 
• The leave starts four weeks before the expected delivery date, with the remaining period taken after childbirth.

A few other provisions under the maternity leave policy employers must be aware of are:

• Multiple births: In cases of multiple births, the pre-delivery leave extends to eight weeks. 
• Delayed birth: If the birth occurs later than expected, employers must adjust the leave to ensure the mother has nine full weeks off after delivery. 
• Post-delivery work restriction: Employers cannot request an employee to return to work within the first five weeks after childbirth, even if she wishes to.
• Pre-maternity leave for high-risk pregnancies: The revised law introduces up to 180 days of employer-paid pre-maternity leave for high-risk pregnancies. 

Special Circumstances:

1. Miscarriage or Stillbirth:
   ‍In the unfortunate event of a miscarriage or stillbirth, the employee is entitled to six weeks of leave following the incident. This leave is mandatory and cannot be waived by employers.

2. Child's Death During Leave:
   ‍If the child passes away before the end of the maternity leave, the leave period adjusts to end six weeks after delivery. The employee is required to return to work one week after the child's death.

Additional Leave:

1. Extended Maternity Leave:
   ‍After the standard maternity leave, an employee may request an additional four weeks of unpaid leave to care for her child. This extension requires prior written notice and is applicable if the employer does not provide childcare facilities.
    

2. Absences for Medical Appointments:
   ‍Employees are entitled to one paid day off per month during pregnancy and up to 15 months after childbirth for medical appointments related to their health or child care.
   The Social Security system provides a maternity allowance during maternity leave. Employers are responsible for supplementing this allowance to match the employee's net salary, and they have the right to be reimbursed for the supplemented amount.

Parental Leave in Angola

The parental leave policy in Angola provides specific time off for employees to care for their children.

• Employees can take up to three days per month to care for a sick or injured child over 10 years old. The yearly limit is 12 working days.
• If the child is under 10 years old, including adopted or stepchildren, employees can take up to 24 working days per year.

Note: Only one parent at a time can enjoy the benefits of parental leave.

Paternity Leave in Angola

The leave policy in Angola grants new fathers one day of paid leave. In addition, under the new regime of the New General Labor Laws, employees are granted an additional seven days of unpaid paternity leave. 

NGLL has also made a new provision for employees on paternity leave. The father can replace the mother in the maternity leave period if:

1. The mother is psychologically or physically impaired, as proven by a competent medical authority.
2. The mother passes away during or after childbirth.

Public Holidays in Angola

Angola observes various public holidays encompassing national, religious, and historical events. The official national holidays in Angola include:

Employers must follow the NGLL rules regarding work on Angola holidays. Here’s a simplified breakdown:

• Workers cannot be required to work on public holidays except in specific legal situations.
• Work on a public holiday is only allowed if overtime is legally justified.
• General Labor Inspectorate participation is required if employees work on a public holiday due to unforeseen events.
• The Inspectorate must be informed before the work occurs or on the next working day in urgent cases.

Employers should plan for Angola holidays in their workforce scheduling. Compliance ensures a fair work environment and avoids legal issues. Holidays in Angola must be considered in HR policies to maintain smooth operations.

Now, let’s look at Angola sick leave.

Sick Leave Policy in Angola

Here is a concise overview of the sick leaves as per the New General Labor Laws of Angola:

• Employees can take up to six months of employer-paid sick leave for illness or accidents. Previously, employer-paid sick leave was limited to two months.
• This includes urgent assistance to household members facing illness or accidents.
• The employer pays the sick leave, but it is reimbursed by social security.
• A medical certificate is usually required to validate the illness or accident.

Unpaid Leave in Angola

Employers can grant unpaid leave upon an employee’s written request. 

• Unpaid leave requires formal employer approval and must have a specified duration.
• The leave period counts towards seniority.
• Employees have the right to return to their jobs once the leave ends.
• If the leave is 30 days or less, it is considered effective working time.
• If the leave exceeds 30 days, specific vacation entitlement rules apply.

Other Leaves

In addition to the sabbatical and unpaid leaves, employees are entitled to a few other leaves in Angola:

• Training Leave: Employees are entitled to unpaid leave for up to 60 days or more to attend technical training or courses. The training can be within Angola or abroad as long as a recognized cultural or educational institution provides it. A written notice to the employer is required at least 30 days before.
• Marriage: 10 calendar days of leave.
• Legal or Military Obligations: Employees required to fulfill compulsory military or legal duties are entitled to paid leave. Employers must pay their salary up to two days per month, with a maximum of 15 days per year.
• Cultural or Sports Participation: Employees can take leave during working hours to participate in cultural or sports activities. Employers must pay for up to 12 working days per calendar year.
• Union Duties: Employees can take leave for urgent union-related activities. Employers must pay up to four monthly working days for union board or executive members.
• Inability to Work: Employees are entitled to leave of three days per month, up to 12 days at most, per year, to tend to ill or injured family members (spouse, parents, grandparents).
• Bereavement Leave: As illustrated in the table below, employees are entitled to leave for family deaths. 

Employers must allow employees additional time off without pay if the funeral home is far from the work center.

Easily Navigate the Leave Policy in Angola with Skuad

Understanding the leave policy in Angola helps businesses manage employee absences while ensuring compliance with local labor laws. From training leave to justified absences, employers must be aware of the specific conditions under which employees are entitled to time off. Effectively managing leave ensures a balanced workforce and smooth business operations.

Navigating international employment laws can be complex, but Skuad simplifies the process. As a leading Employer of Record (EOR) and Global HR Platform, Skuad enables companies to hire, onboard, pay, and manage employees or contractors in Angola and over 160 countries. Our platform ensures full compliance with local labor laws, tax regulations, and employment policies, including leave entitlements.

With Skuad, businesses can seamlessly expand globally without setting up local entities. Whether you need payroll, contracts, benefits, or compliance assistance, we handle everything—so you can focus on growth. Let Skuad take care of your global workforce while you build a successful international team.

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FAQs

What is the notice period in Angola?

The notice period for terminating an individual employee's employment contract is at least 30 days, whereas it is 60 days for collective dismissal.

What is the leave permission policy in Angola?

The leave permission policy in Angola includes provisions for annual leave, maternity leave, and other types of leave. Employees are entitled to at least 22 working days of paid annual leave per year. Maternity leave is set at a minimum of three months of paid leave.

What are the maximum working hours in Angola?

The maximum working hours in Angola are generally set at 44 hours per week or 8 hours per day. Employers must ensure that employees do not exceed this limit to comply with labor regulations.

What is the standard leave policy in South Africa?

The Standard Leave Policy in South Africa, governed by the Basic Conditions of Employment Act, entitles employees to 21 consecutive days of paid annual leave per 12-month leave cycle.

How long does it take to get a work visa in Angola?

The processing time for a work visa in Angola can vary. While the law stipulates that applications should be processed within 15 days, it often takes two to three months in practice.