Parental Leave in Africa: A Guide Across 50+ African countries

Maternity Paternity Guide

The ILO (International Labour Organisation), a UN agency, recommends parental leave for both mothers and fathers, with women being given more leave than men to prepare for and recover from childbearing. In recent years, parental leave has become more widespread, with extensive parental leave in Nordic countries making headlines. Naturally, maternity and paternity leave vary from country to country.

So how do African countries fare? And what are your obligations and responsibilities as an employer?

What is parental leave?

Parental leave is paid or unpaid leave that would-be parents are entitled to, both before and after the birth of their child. Since women are principally concerned with childbearing, it follows that they are generally entitled to significantly more off days than men. Paternity leave, on the other hand, has only become normalized recently. Even so, a considerable number of African countries such as Ghana and Sudan do not have mandatory paternity leave to this day.

Mandatory parental leave may be fully paid, partly paid, or unpaid in some cases. In Nigeria for instance, maternity and paternity pay, both amount to 50% of an employee’s salary. In Mozambique or Cameroon, on the other hand, both parents are entitled to 100% of their salary during their parental leave.

Regional differences

Additionally, and adding another layer of complexity to the subject, there may even be regional twists to legislation concerning parental leave. In Nigeria for instance, fathers are allowed two weeks of paid leave when they are in Lagos. However, Nigerian fathers in the city of Enugu enjoy up to three weeks of paternity leave.

So, as with most laws, there is a highly local component to parental leave – and knowledge of the law in one part of the country may not equal knowledge of the law in another, as one may mistakenly believe. This example perfectly illustrates the importance of knowing all the intricacies of labour law. Therefore, it is crucial for businesses to have a knowledgeable partner by their side.

Africa HR Solutions provides a wealth of labour law knowledge, thanks to our many local partnerships with experts in over 50 African countries. Through our Employer of Record services, we take on the responsibility of ensuring compliance with the law as well as dispensing payroll to employees, which also includes calculating leaves.

Maternity and Paternity Leave across Africa

CENTRAL AFRICA

Country Maternity leave Maternity Pay Paternity leave Paternity pay
Angola 90 days (120 days in case of multiple births) 100% paid, reimbursed by social security 1 day 100% paid
Cameroon 14 weeks 100% of their salary 3 days 100% of their salary
Central African Republic 14 weeks – 6 weeks before the birth and 8 weeks after. Maternity leave can be prolonged by an additional 3 weeks in the event of a medically certified illness arising from childbirth or pregnancy Paid 0 days
Chad 14 weeks 50% paid by social security 2 weeks Employer-paid
Democratic Republic of Congo 15 weeks (6 before birth and 9 after birth) 100% of their salary 2 days TBC
Equatorial Guinea 12 weeks 100% of their salary 0 days
Gabon 14 weeks (6 weeks before and 8 weeks after birth) Paid 3 days TBC
Republic of Congo 15 weeks (6 before birth and 9 after birth) 2/3 of their salary 2 days minimum 100% of their salary
Sao Tome & Principe 60 days Paid 0 days

SOUTHERN AFRICA

Country Maternity leave Maternity Pay Paternity leave Paternity pay
Botswana 12 weeks (6 weeks before the birth and 6 after) At least 50% of their salary 0 days
Lesotho 12 weeks Paid 0 days
Mozambique 60 days 100% of their salary 7 days TBC
Namibia 14 weeks 100% of their salary 2 weeks 100% of their salary
South Africa 4 months Unpaid 10 days Unpaid
Eswatini 12 weeks 2 weeks paid for if employee has been in employment for minimum 1 year 0 days
Zambia 14 weeks (at least 6 weeks to be taken post-birth and possibility to extend maternity leave to 18 weeks in the case of multiple births) 100% of their salary 5 days Unpaid
Zimbabwe 98 days 100% paid 0 days (Employees may request special leave for up to 12 days)

EASTERN AFRICA

Country Maternity leave Maternity Pay Paternity leave Paternity pay
Burundi 12 weeks, extendable up to 14 weeks, is allotted, with at least 6 weeks to be used following the birth 50% of salary 4 days 100% of their salary
Djibouti 14 weeks 50% of salary 3 days Paid but amount TBC
Eritrea 60 days 3 days Paid but amount TBC
Ethiopia 120 days (30 days before birth and 90 days after birth) 100% of their salary 3 days 100% of their salary
Kenya 3 months 100% of their salary 2 weeks 100% of their salary
Malawi 2 months Paid leave 0 days
Rwanda 12 weeks Paid leave – A salary of 14 weeks, including the eight weeks covered by the Social Security Administration [4] 4 days Paid leave
Somalia 14 weeks 50% of their salary TBC TBC
Tanzania 12 weeks minimum TBC 3 days (The leave must be taken within 7 days of the child’s birth, and the worker must be the father of the child) TBC
Uganda 60 days 100% of their salary 4 days 100% of their salary

NORTHERN AFRICA

Country

Maternity leave

Maternity Pay

Paternity leave

Paternity pay

Algeria

Up to 14 weeks of maternity leave

100% of their salary

3 days

100% of their salary

Egypt

90 days

100% of their salary

0 days

Libya

14 weeks and up to 16 weeks for multiple or complicated births

TBC

0 days

Morocco

14 weeks  (1 additional year of unpaid leave if so desired)

100% of their salary

3 days

100% of their salary

South Sudan

90 days

100% of their salary

2 weeks

100% of their salary

Sudan

8 weeks

Paid but amount TBC

0

–         

Tunisia

30 days

To receive 66.7% of their daily earnings, the employee must have contributed to social insurance for at least 80 days in the four quarters leading up to the birth

1 day

100% of their salary

WESTERN AFRICA

Country

Maternity leave

Maternity Pay

Paternity leave

Paternity pay

Benin

6 weeks of leave before the birth and 8 weeks after the birth

6 weeks of paid leave before the birth and 8 weeks after the birth, with the employer paying for half and social insurance the balance.

3 days

TBC

Burkina Faso

14 weeks

100% of their salary

3 days

100% of their salary

Cabo Verde

60 days

80% of their salary

60 days less any amount already taken by the mother

TBC

Gambia

12 weeks

TBC

0 days

Ghana

12 weeks

100% of their salary

0 days

Guinea Conakry

14 weeks

100% of their salary

0 days

Guinea Bissau

60 days

100% of their salary

0 days

Ivory Coast

14 weeks

100% of their salary

10 days

Paid by the family allowance

Liberia

14 weeks

100% of their salary

0 days

Mali

14 weeks

TBC

3 days

TBC

Mauritania

14 weeks

100% of their salary

TBC

TBC

Niger

14 weeks

TBC

 1 day

TBC

Nigeria

12 weeks (6 weeks before birth and 6 weeks after)

50% of their salary

10 days

50% of their salary

Senegal

14 weeks

100% of their salary

1 day of paternity leave only if the father is covered by the interprofessional collective agreement.

Sierra Leone

12 weeks

Paid but amount TBC

0 days

Togo

14 weeks, of which 6 weeks shall be taken after the birth.

Maternity leave can be prolonged by an additional 3 weeks in instances of complications or illnesses arising from pregnancy, childbirth, multiple pregnancies, or for reasons related to the child’s health, as certified by a doctor.

TBC

0 days

INDIAN OCEAN

Country Maternity leave Maternity Pay Paternity leave Paternity pay
Comoros 14 weeks, and up to 17 weeks if there are complications or illnesses 100% of their salary TBC TBC
Madagascar 3 months 50% for employees covered by the labour code and at 100% for public servants 10 days TBC
Seychelles 16 weeks of paid leave and an additional 4 weeks of unpaid leave Paid 10 days Paid
Mauritius 12 weeks 100% of their salary 5 days 100% of their salary

How to successfully navigate parental leave as an employer

An employee has announced that they are going to be a parent. How can you, as an employer, best support them and their co-workers?

1.Be open, understanding, and transparent

When an employee approaches you with the news of their upcoming parenthood, receive them warmly, it is happy news, after all! Through your attitude and words, ensure that the employee feels safe to talk with HR or the management, should they have any issues or questions.

2.Discuss expectations

Good communication is crucial to ensuring the success of this period of change. It is important that employers and employees alike are able to openly talk about their expectations for the upcoming days and months so as to ensure that work can carry on smoothly in the absence of the employee.

3.Plan takeover

From the moment when an employee first announces the news, the concerned managers or team leaders should begin planning how the team will go about with the distribution of work once the employee is on leave. This will allow the whole team to prepare accordingly.

4.Discuss compensation/bonuses with co-workers

Picking up a co-worker’s workload will require other employees to put in more time and effort. If possible, consider giving additional compensation for the work they are doing, especially if it goes beyond their scope of work. This will motivate employees to shoulder these new and extra responsibilities.

5.Consider hiring a replacement during peak time

If an employee’s parental leave coincides with a peak period for your business, it may well be worth it to consider employing another worker to replace them while they are gone. Otherwise, your other employees may face too much pressure and feel that they are being unfairly treated.

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Additional benefits employers can offer new parents

With employee experience being so tightly linked to employee retention, it can prove beneficial for companies to offer the following additional benefits to new parents:

  1. Unpaid leave

Parenthood, especially within the first few months of birth can be quite taxing on new parents, so offering them additional, unpaid leave may be helpful for parents who feel they need the extra time off.

  1. Switch to part-time work

Some parents may wish to spend more time with their children during the first few months or even years after their birth. So, to avoid losing talent, employers can offer full-time employees the opportunity to work on a part-time basis. In this way, the employee can enjoy the work-life balance they need while still being in touch with their job responsibilities and their co-workers.

  1. Offer the opportunity to work remotely

Remote work is another benefit that new parents will be grateful for. It is the best solution for those employees who wish to remain on a full-time basis but are looking for more flexibility. Once again, offering such benefits enhances the employee’s experience and favours employee retention.

  1. Offer medical insurance

medical insurance plan can prove to be invaluable for new parents. But employers must be careful when offering such benefits as they need to extend them to all their employees, for fear of showing favouritism.

Employee benefits made easy with Africa HR Solutions

Our Employer of Record (EOR) solution makes dispensing mandatory and additional benefits easy, and all in full compliance with local labour law. By opting for EOR services, you ensure that there are no non-compliance risks for your business. Better still, you can then enjoy the peace of mind and time needed to focus on your core business.

Get in touch with us now to find out how our Employer of Record services can benefit your company!

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GRANT GERAGHTY - Africa HR Team

GRANT GERAGHTY

HEAD OF CLIENT RELATIONSHIP

Grant Geraghty is the longest-serving member of the Africa HR team. This resident subject matter expert and client champion is responsible for gaining a deep understanding of our clients’ unique HR needs in Africa and providing tailored solutions that align with their business objectives. Grant collabourates closely with our clients to ensure that their requirements are properly implemented, providing ongoing support and guidance throughout the process.

Grant brings a wealth of experience to his role, having served as Africa HR’s longest-serving employee. He holds a Bachelor of Commerce degree, with a major in Economics and Business Finance, from the University of Natal in South Africa. Additionally, he has completed a certification program in Payroll and Tax Administration from the University of Cape Town, further enhancing his expertise in HR operations and compliance.

His commitment to delivering exceptional service and his extensive knowledge of HR in Africa make him an invaluable member of the Africa HR team.

KEVINA TAKOORDYAL Africa HR Team

KEVINA TAKOORDYAL

HEAD OF OPERATIONS

Kevina Takoordyal has a BA Hons Business Management from the University of Glamorgan, UK, with MBA in leadership and Innovation, MBA General, PMP Certified, and Agile Scrum Master. She currently works as the Head of Operations at Africa HR Solutions Ltd with more than 20 years of proven leadership capabilities in Operations, Business Development, People Management, Process Optimization, and Project Management in the Financial Services, BPO, Banking Industry, and Heath Care Industry. In Senior leadership roles with an international footprint across Europe working and extensive Pan- African experience from a compliance, finance, and operations angle, Kevina comes across with a panoply of cross-functional skills. Kevina also serves on a few Boards, Non-Independent Executive at MioD and for NGOs on a voluntary basis, a coach and mentor to aspiring female leaders across Africa and Mauritius.

Kevina is a firm believer in Servant Leadership with a strong focus and commitment to uplifting others, with the ability to deliver through a highly engaged – diverse team, and works towards consistently synergistic value creation. While being a focused and adaptive thinker and Kevina is actively participating in panel discussions on Innovation, CX, Digital transformation.

Kevina serves as Project Assessor for the National Youth upskilling program. She has been recognized as Global Talent in a few companies, Ceridian, and International SOS Ltd whereby she has been awarded a few scholarships and had the opportunity to be mentored by Senior Vice President in the US. Award Winner in various fields and at a national level and recognized including Super Achiever Leader Award in Africa in 2016, Awarded Africa Women Leader 2018.

VILOSHNA PACKIRY POULLE​

VILOSHNA PACKIRY POULLE

Head of Finance & Business Support

Viloshna is an experienced finance professional with 18 years of expertise in strategic financial planning, financial analysis, cash flow management, systems and controls implementation, financial reporting, and continuous process improvements. She currently serves as Head of Finance & Business Support, where she has successfully automated and leveraged the financial reporting system capabilities to ensure efficient company operations.

Viloshna’s background includes senior roles in a multinational pharmaceutical company and a large listed Mauritian conglomerate. Her meticulous attention to detail and strategic thinking have streamlined financial processes, making her a valuable addition to any finance team. Viloshna is a qualified finance professional with an FCCA qualification and an MBA, bringing valuable expertise to any Organisation.

In her current role, Viloshna leads the company’s Treasury and Payments function, including the fulfillment of the company’s cross-border payments into Africa. With her strong educational background and extensive experience, Viloshna consistently demonstrates her ability to optimize financial operations, minimize risks, and improve profitability. Her expertise in financial reporting and process improvements make her a valuable asset to any Organisation.

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MARK DU PREEZ

Head of Legal & Compliance

A qualified lawyer who joined Africa HR Solutions in July 2020, Mark Du Preez has experience working in private practice for a reputable law firm in South Africa. He also played commercially focused roles at a leading private bank, wealth management company, and outsourcing firm in South Africa and Mauritius.

Mark has played a pivotal role in Africa HR Solution’s risk mitigation strategy, which positively impacted P&L performance over the years.

He currently leads the Partnerships function of the company including relationships and oversight with in-country partners (ICPs) across Africa.

Alex Daruty - Africa HR Team

ALEX DARUTY

Head of Commercial

Alex has more than 15 years of experience in the global, strategic development of both enterprise and consumer brands in categories including technology, transport, enterprise software, entertainment, and travel.

With experience in roles on both agency and corporate side, he has worked across international brands and has led the development and execution of multi-discipline campaigns across EMEA, NORAM and Asia Pacific.

His focus is on driving meaningful business impact through brand differentiation and building high-functioning, digitally oriented, and analytically driven capabilities. He is motivated by working with, and developing dynamic people, teams, and Organisations.

He leads, manages, develops and mentors the Key Account Management department, including line management responsibility for the team of Key Account Managers and Key Account Administrator who represent the Company as the primary communication link between all relevant stakeholders, including clients, third party in-country partners and internal functions.

Originally from Mauritius, he holds bachelor’s degrees in International Business, Finance and Management from the University of Nevada, Reno.