Leave policy in Malawi
A complete guide to the leave policy in Malawi covering annual, sick, maternity leave, paternity leave, and key compliance requirements for employers.
Providing employee leave is a key component of a fair and productive workplace, helping support employee well-being and work–life balance. In Malawi, employers are required to provide 15-18 annual leaves, sick leave for 90 days, 2 months of maternity leave, and 16 public holidays as applicable in accordance with the leave laws in Malawi.
Companies expanding into Malawi or hiring talent from the country must comply with local labor and leave entitlement laws to reduce risks and ensure smooth operations.
This article outlines the key leave policies in Malawi that employers should be aware of to stay compliant. It also highlights how an Employer of Record likePayoneer Workforce Management can help organizations understand and implement these regulations effectively.
Vacation & annual leave in Malawi
Employees are entitled to 15 annual leaves in Malawi if they work 5 days a week, and 18 annual leaves if they work 6 days a week.
Public holiday
There are 16 public holidays in Malawi.
For the list of public holidays, employers must check government sources.
Sick leave in Malawi
Your employee may take leave on account of sickness for 90 days. When employees avail sick leave in Malawi, they shall receive half the pay they are entitled to.
Maternity leave in Malawi
Female employees are entitled to 2 months of paid maternity leave in Malawi. Typically, during this period, the employee shall receive her remuneration and other benefits as usual, and her service period shall not be considered interrupted.
Paternity leave in Malawi
New fathers in Malawi shall receive paternity leave of at least 2 weeks (10 working days). This leave is available once every 3 years.
Other types of leave in Malawi
Employees in Malawi may be eligible for additional types of leave; however, these are not necessarily mandated under the country’s labor law, unlike in South Africa.
Therefore, it remains at your discretion as an employer whether to provide such leave to your employees. These provisions must be mentioned in the employment contract you issue to your employees.
Childcare leave
Although not mandatory under the country’s employment laws, you may grant your employees special leave to take care of their children.
Compassionate leave
This is not a statutory leave in Malawi. You may choose to provide your employees with leave during family emergencies like illness, the death of a family member, or a close relative.
Wedding leave
You may grant leave to your employees on account of their wedding and related ceremonies.
Weekly time off
As mentioned in Malawi’s Employment Act, employees may be required to work more than six days a week. As an employer, you must ensure that employees receive a weekly rest period of at least 24 consecutive hours on a substitute day.
Explore Payoneer Workforce Management in Malawi
In order to manage a workforce in Malawi effectively, you, as an employer, should have a strong understanding of the country’s labor laws, which include leave entitlements like annual leave, sick leave, and maternity and paternity leave.
You have to remain compliant with these regulations to reduce legal risks and penalties.
With the support of anEOR like Payoneer Workforce Management, you can navigate compliance with the local laws with ease and reduce administrative complexities. Therefore, expand with confidence while you are supported by the experts to manage the local workforce seamlessly.
Frequently asked questions (FAQs)
Employees in Malawi get paid time off in Malawi for 15 annual leaves if they work 5 days a week and 18 annual leaves if they work 6 days a week.
There is no statutory requirement in Malawi to carry forward unused leave. Whether leave can be carried over is entirely at the employer’s discretion and should be clearly outlined in the employment contract or company policy.
Employees in Malawi are entitled to sick leave for a maximum of 90 days. During this period, employers must pay them half their remuneration.
Compassionate leave is not mandated under the Employment Act of Malawi. It is at the discretion of the employer to decide whether to grant this leave to employees.
An EOR like Payoneer Workforce Management helps businesses navigate compliance with Malawi’s leave laws by offering a unified platform that supports onboarding, payroll, benefits, and time-off management as per statutory entitlements. It helps streamline leave administration, making workforce management more efficient and structured.
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