In Nigeria, How Long Is The Maternity Leave?

Section 54 of the Labour Act in Nigeria provides female workers with a minimum of 12 weeks of maternity leave, covering pre and post-maternity periods. However, some states have increased maternity leave to 16 weeks. The Nigerian government has increased maternity leave to four months, but the law still stipulates 12 weeks.

Maternity leave is also available for pregnant employees in Nigeria. Under the Nigerian Labour Law, women working in the country’s civil service are entitled to 16 weeks of maternity leave at full pay. When mothers return to work, they can take two hours off a week. In 2019, the Federal Ministry of Health, Alive and Thrive, and the United Nations Children Fund (UNICEF) conducted a study on maternity and paternity leave entitlements and found that most organizations in Nigeria usually have a three-month maternity leave period.

The International Labour Organization states that a three-month period of maternity leave is required, with employers paying no less than 50 percent of the employee’s salary. Pregnant employees in Nigeria are entitled to 12 weeks of partially paid maternity leave. Since the 2009 Nigerian Labour Law, female public-sector employees have been granted 16 weeks of maternity leave.

The majority of women in both sectors expressed support for a six-month maternity leave policy, as it would give their babies ample time to grow and afford them. Nigerian law recognizes the concept of maternity and provides for 12 weeks of maternity leave for all employees. All employees are required to take two weeks compulsory maternity leave following birth and are entitled to one year’s leave, made up of OML and AML.

How long is compassionate leave in Nigeria?

Employees outside the Labour Act’s scope are typically entitled to nine to 12 weeks of sick leave, including bereavement leave and compassionate leave. Employers typically adopt the Labour Act as a minimum and exceed it based on employee-friendly standards. The maximum duration of sick leave is 12 working days, with the affected employee providing a doctor’s report certified by a registered medical practitioner.

Sick leave is fully paid and calculated as the worker’s basic wage, excluding overtime pay and other allowances. Employers typically set their own rules, but the Labour Act is typically adopted as a minimum.

Which country has the longest maternity leave?

The list of the best maternity and paternity leave policies in the world includes Bulgaria, Norway, Sweden, Germany, Greece, Japan, and Iceland. Bulgaria offers 410 days of leave, Norway offers 49 weeks, Sweden offers 480 days, Germany offers 14 weeks, Greece offers 43 weeks, and Japan offers 12 months of leave. The United States, one of the few developed countries without a national policy on paid parental leave, only provides up to 12 weeks of unpaid leave.

What is the leave policy in Nigeria?

The Nigerian Labour Act provides employees with statutory leave, including annual leave, sick leave, and maternity leave. Employees are entitled to a minimum of 6 working days of paid annual leave after 12 months of continuous service, with younger workers and apprentices having a minimum of 12 days. Additionally, employees can take up to 12 working days of paid sick leave per calendar year, with half of this time taken after childbirth.

Is 13th month pay mandatory in Nigeria?

In Nigeria, the 13th salary is not a statutory benefit, although bonuses are a common practice. The standard workweek is 48 hours, comprising eight hours per day. A 40-hour workweek with eight hours per day is a common practice. It is advisable that overtime terms be explicitly delineated in the employment contract, as there is no legal requirement regarding the amount to be compensated.

How many months are you on maternity leave?

The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid time off for pregnancy-related absences or newborn care. This option is available to about 60% of the workforce, including same-sex couples. To qualify, employees must work for a private company with 50 or more employees, have worked for at least 12 months, and have worked at least 1, 250 hours in the previous year. However, there are some fine print to be aware of.

How many days is paternity leave in Nigeria?

Nigeria does not have a statutory provision for paternity leave, but there is growing recognition worldwide for male employees to take paternity leave to support their partners before, during, or after the birth of their child. Male civil servants in the public sector are entitled to 14 days of paternity leave, as approved by the Federal Executive Council in 2021.

Female employees can extend their maternity leave beyond what is allowed statutorily or by contract, for reasons such as serious medical conditions or ill baby health. The employer will consider each case and decide whether to grant the extended leave based on the circumstances. The employer may also decide to continue paying the full salary or reduce it for the additional months taken.

Female employees can take maternity leave and annual leave within the same year, but the practice varies between organizations. Some policies prohibit employees from taking both maternity leave and annual leave within the same year, while others allow employees to take both within the same year or carry over their annual leave to the following year.

How many months pregnant do you go on maternity leave?

Maternity leave may commence on any day from 11 weeks prior to the estimated date of delivery, except in instances where the employee is absent from work due to a pregnancy-related illness, in which case the leave may begin four weeks prior to the estimated date of delivery, commencing on an earlier date than the chosen commencement date.

How to calculate maternity leave days in Nigeria?

In Nigeria, women are entitled to 12 weeks of maternity leave upon presentation of a medical document, with 6 weeks taken before delivery and the remaining 6 taken after. Female employees should receive 50% of their salary during this time. With at least 7 million babies born annually, there are 7 million potential instances of women and men needing leave across Nigerian workplaces. As a new company or employer managing maternity and paternity leave, it is essential to understand labor law regulations, common issues faced, and your responsibilities as an employer.

How much is leave allowance in Nigeria?

Nigerian workers are entitled to six days of paid annual leave, with an additional 12 working days for younger workers under 16 years old. To start receiving leave, workers must have worked for at least 12 months with an employer. Employees can defer their earned or deferred leave to a later date, but must take it within 24 months of earning it. Employers are prohibited from paying their basic wage in exchange for unused annual leave, except during contract termination.

How to calculate 13th month salary in Nigeria?

Argentina’s 13th month pay, known as aguinaldo, is paid in two installments, once in June and again in December, equivalent to 50 of the highest monthly salary paid in the months prior to receiving it. This formula adjusts the 13th month pay to the number of months an employee has actually worked. This is also the case in the Philippines. Paying 13th month salaries can be challenging, especially when hiring talent in multiple countries. It is recommended to seek help from experts with knowledge of local payroll processes and regulations.

Can a pregnant woman be employed in Nigeria?

Under section 54 of the Labour Act, Nigerian employers are prohibited from terminating the contract of a female worker who is absent due to maternity leave or illness resulting from pregnancy or confinement. Employers can dismiss for individual or business-related reasons, and employees are entitled to compensation on dismissal. Nigerian employers can terminate a contract without stating the reason or cause, provided that the employee receives appropriate notice or is paid a salary in lieu of such notice.

However, the National Institute of Standards and Certification (NICN) suggests that the best practice is for employers to state the reason(s) for terminating an employee’s contract in accordance with international standards.