Employment Law Basics for Sierra Leone Employers

Every employee should have a written employment contract. A legally sound contract should include: full names and contact details of both parties; job title, duties, and place of work; start date and, for fixed-term contracts, end date; remuneration including salary, allowances, and payment schedule; working hours and days; leave entitlements; termination provisions and notice period; and grievance and disciplinary procedures.

Oral agreements are recognised under Sierra Leone law but are difficult to enforce. Always put contracts in writing — for the protection of both parties.

The standard working week in Sierra Leone is 40 hours for most sectors, though this varies by industry. Key leave entitlements that employers must provide include the following.

Annual Leave: Employees are generally entitled to a minimum of 21 working days of paid annual leave per year after completing one year of continuous service.

Sick Leave: Employees are entitled to paid sick leave, typically up to 12 days per year, subject to medical certification from a registered practitioner.

Maternity Leave: Female employees are entitled to 12 weeks of maternity leave, with at least 6 weeks to be taken after childbirth. Dismissal on grounds of pregnancy is unlawful.

Public Holidays: Sierra Leone observes approximately 13 public holidays per year. Employees required to work on public holidays are typically entitled to additional compensation or a compensatory day off.

Terminating an employment contract in Sierra Leone requires adherence to proper process. Summary dismissal without due cause or process exposes employers to legal liability.

Notice Periods: The required notice period depends on the length of service and the terms of the contract. Typical notice periods range from one week for short-service employees to one month or more for senior or long-service staff.

Grounds for Dismissal: Dismissal must be for a legitimate reason — misconduct, poor performance, or genuine redundancy. The employer should be able to demonstrate that a fair process was followed, including warnings and an opportunity for the employee to respond.

Redundancy: Where roles are eliminated due to organisational changes, employers must follow a fair selection process, consult affected employees, and pay any legally required redundancy payments. Selecting employees for redundancy on discriminatory grounds is unlawful.

NASSIT: Ensure all NASSIT contributions are up to date before termination, as outstanding contributions are a liability on the employer and can delay clearance.

All employers in Sierra Leone are legally required to register with NASSIT and contribute to the scheme on behalf of their employees. Employer contributions are currently set at a percentage of gross salary, matched by an employee contribution.

Failure to register or make timely contributions results in penalties and interest charges. NASSIT contributions form part of the employee's retirement benefits, so non-compliance also harms your staff directly.