African leave entitlement calculator.
Statutory minimums across Nigeria, Kenya, Ghana and South Africa — annual, sick, maternity, paternity. Every figure cites the act that sets it.
12 months of continuous service before annual leave entitlement crystallises.
Last verified 2026-04-23.
Statutory minimum. Most SMEs give 15–25 days.
§18 Labour Act
Working days, full pay, medical certificate required.
§16 Labour Act
6 weeks pre-natal + 6 weeks post-natal. Minimum 50% of normal wages.
§54 Labour Act
Lagos State circular grants 2 weeks for public-sector fathers. Private-sector discretionary.
Lagos HR circular 2017
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Net pay, statutory deductions, and bracket breakdown across 7 African markets.
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About this calculator
The figures shown are the statutory minimum under each country's labour act. Real employer policies almost always exceed these — Nigerian SMEs commonly offer 15–25 days of annual leave even though the Labour Act requires only 6. AnooreHR lets you configure whatever policy you actually run.
Time from an employee's first day of employment, uninterrupted by resignation or termination. Contract renewals without a break count as continuous. Most African labour acts require 12 months of continuous service before the first annual-leave entitlement crystallises.
Depends on the country and your policy. Under Nigerian and Ghanaian law, there's no statutory rollover — unused leave can be forfeited if the employer requires. Most well-run SMEs allow a 3–6 month grace period or pay out unused days on exit. AnooreHR enforces whichever rule you configure.
Nigeria: 50% of wages for 12 weeks. Ghana: full pay for 12 weeks. Kenya: full pay for 3 months. South Africa: unpaid under the BCEA but UIF covers up to 66%. Ghana and Nigeria both extend for twins in some cases. Always check your company handbook against the latest regulations.