Navigating employee leave entitlements in Papua New Guinea requires a clear understanding of the country's labor laws and regulations. Employers must ensure compliance with statutory requirements regarding annual leave, public holidays, sick leave, parental leave, and other forms of authorized absence.
Properly managing employee leave not only ensures legal compliance but also contributes to employee well-being and productivity. This guide outlines the key leave provisions applicable in Papua New Guinea for 2025, providing essential information for employers operating within the country.
Annual Vacation Leave
Employees in Papua New Guinea are entitled to paid annual leave after completing a specified period of service. The minimum entitlement is typically two weeks of paid leave for every completed year of continuous service.
- Accrual: Leave accrues progressively throughout the year of service.
- Timing: Leave is generally taken after completing 12 months of service, although agreements may allow for leave to be taken earlier or accumulated.
- Payment: Employees are entitled to their ordinary rate of pay during annual leave.
Public Holidays
Papua New Guinea observes a number of national public holidays each year. Employees are generally entitled to a paid day off on these holidays. If an employee is required to work on a public holiday, they are typically entitled to penalty rates of pay as stipulated by relevant awards or agreements.
Here are the standard public holidays observed in Papua New Guinea in 2025:
| Holiday | Date | Day of Week |
|---|---|---|
| New Year's Day | January 1 | Wednesday |
| Good Friday | April 18 | Friday |
| Easter Saturday | April 19 | Saturday |
| Easter Sunday | April 20 | Sunday |
| Easter Monday | April 21 | Monday |
| Queen's Birthday | June 16 | Monday |
| National Remembrance Day | July 23 | Wednesday |
| National Repentance Day | August 26 | Tuesday |
| Independence Day | September 16 | Tuesday |
| Christmas Day | December 25 | Thursday |
| Boxing Day | December 26 | Friday |
Note: Some regional or provincial holidays may also apply.
Sick Leave
Employees are entitled to paid sick leave in cases of personal illness or injury. The standard entitlement is six days of paid sick leave per year.
- Entitlement: 6 days per annum.
- Accrual: Sick leave typically accrues annually.
- Medical Certificate: Employers may require a medical certificate from a registered medical practitioner for absences exceeding a certain duration (commonly two consecutive days) or for any absence if requested.
- Payment: Sick leave is paid at the employee's ordinary rate of pay.
Parental Leave
Parental leave provisions in PNG primarily cover maternity leave, with limited or no statutory entitlements for paternity or adoption leave under general labor law, although specific awards or company policies may provide for these.
- Maternity Leave:
- Duration: Female employees are typically entitled to six weeks of maternity leave.
- Timing: This leave is usually taken around the expected date of confinement.
- Pay: Maternity leave is often unpaid under the general labor law, though some awards or employment contracts may provide for paid leave.
- Eligibility: Requirements often include a minimum period of continuous service.
- Paternity Leave: There is generally no statutory entitlement to paid paternity leave under the main labor legislation. Any provision for paternity leave would typically be based on specific industrial awards or employer policies.
- Adoption Leave: Similar to paternity leave, there is generally no statutory entitlement to adoption leave under the main labor legislation.
Other Types of Leave
Beyond the primary categories, employees may be entitled to other forms of leave depending on specific circumstances, industrial awards, or company policies.
- Bereavement Leave (Compassionate Leave): While not always a statutory entitlement under general law, many awards and employers provide a short period of paid or unpaid leave (e.g., 1-3 days) in the event of the death of a close family member.
- Study Leave: Some awards or employment contracts may provide for paid or unpaid leave for employees undertaking approved study relevant to their employment.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement but may be offered by employers, often for long-serving employees, for purposes such as professional development or rest.
- Jury Service: Employees required to perform jury duty may be entitled to leave, though the specifics of pay may vary.
