Know your leave entitlements. Calculate annual leave, sick leave, maternity/paternity leave, and public holidays for Nigeria, Kenya, South Africa, and Ghana.
| Leave Type | Nigeria | Kenya | South Africa | Ghana |
|---|---|---|---|---|
| Annual Leave | 6 days min | 21 days | 21 days | 15 days |
| Sick Leave | 12 days | 7 days + half pay 7 | 30 days/3yr cycle | Contractual |
| Maternity | 12 weeks | 3 months | 4 months | 12 weeks |
| Paternity | Not statutory | 2 weeks | 10 days | Not statutory |
| Public Holidays | ~14 days | ~13 days | 12 days | 13 days |
| Bereavement | Contractual | Contractual | 3 days | Contractual |
Employee leave entitlements are enshrined in labour laws across Africa, though they vary significantly between countries. Understanding your statutory rights is essential whether you're an employee or employer. Many workers in Africa, particularly in the informal sector, are unaware of their legal leave entitlements. This tool provides a clear reference for the four largest African economies.
Nigeria (Labour Act, 2004): The statutory minimum annual leave is just 6 working days after 12 months of continuous service — one of the lowest in Africa. However, most formal sector employers offer 15-25 days. Maternity leave is 12 weeks with at least 50% pay. There is no statutory paternity leave, though some progressive employers offer 1-2 weeks.
Kenya (Employment Act, 2007): 21 working days of annual leave, 3 months maternity leave with full pay, 2 weeks paternity leave. Kenya has among the most generous statutory leave provisions in East Africa.
South Africa (BCEA, 1997): 21 consecutive days (15 working days) annual leave. 4 months unpaid maternity leave (UIF provides partial income). 10 days paternity leave. The most comprehensive sick leave provision at 30 days per 3-year cycle.
Ghana (Labour Act, 2003): 15 working days annual leave after 12 months of service. 12 weeks maternity leave. Sick leave provisions are generally contractual rather than statutory.
This workspace turns the statutory leave entitlement check result into a reusable matter note, dashboard item and gated PDF checklist. Use the app first, then save the evidence trail.
Benchmarked against Deel, Oyster and global HR compliance platforms. The goal is not to copy them; it is to bring the useful workflow pattern into an Africa-first tool with official-source caution and local evidence capture.
Leave rules vary by country, worker type, sector and collective agreement. The app should turn annual, sick, maternity, paternity, family and public-holiday rules into an HR policy check.
Before filing, signing, publishing, or sending anything, keep a short record that links the app result to evidence and official-source checks.
Save the country or regime, parties, dates, amounts, selected options, and final output. Add why this matters: Which law or collective agreement sets the minimum leave entitlement.
Check the statutory floor, then compare the employment contract and company policy. Also keep the strongest supporting document, receipt, portal reference, ID, contract, policy, or court file beside the generated result.
If you see this risk, pause and get qualified help: Paying out statutory leave while the law requires time off except on termination.