An employer in Sierra Leone may terminate an employment contract on the following grounds:

• Just Cause: This includes inability or incompetency in performing duties, willful neglect of duties, habitual or substantial breaches of the employment contract, acts of dishonesty, fraud, or misconduct that negatively impact the employer's interest, and engaging in activities that conflict with the employer's business.
• Redundancy: This occurs when the employer no longer requires the employee's position due to economic, technological, or structural reasons.
• Mutual Agreement: Where both the employer and employee agree to terminate the employment relationship.

Notice Requirements

• Termination for Just Cause: In cases of serious misconduct, the employer can summarily dismiss the employee without notice. However, for other reasons under just cause, the employer must give a minimum of 30 days notice, or payment in lieu of notice, equivalent to 30 days' wages.
• Termination due to Redundancy: Requires at least 30 days' notice, or payment in lieu of notice.
• Probationary Period: Notice period during a probationary period is typically shorter, generally around 5 days.

Severance Pay

Employees in Sierra Leone are entitled to severance pay when their employment is terminated due to redundancy. The calculation of severance pay is based on an employee's length of service, with rates determined by the Employment Act 2023. The amount of severance pay typically ranges between 30 to 40 days per year of service.

Additional Points to Note:

• Unjustified Termination: An employee may challenge their termination if they deem it wrongful or unlawful. These cases are addressed through Sierra Leone's labor dispute resolution mechanisms.
• Employee Rights: Employees have the right to be informed of the grounds for their dismissal and may be entitled to compensation in cases of wrongful termination.

Sierra Leone's Constitution and labor laws provide protection against discrimination based on race, tribe, gender, religion, political opinion, disability, and HIV status. These protections are rooted in Article 27 of the Constitution of Sierra Leone.

Redress Mechanisms

Employees who believe they've been discriminated against have several avenues for seeking redress:

• Internal Grievance Procedures: Most organizations in Sierra Leone have established internal processes for handling employee complaints. This often means reporting discrimination to a designated person within the organization, such as an HR representative or manager.

• National Industrial Court: Sierra Leone's National Industrial Court handles employment disputes, including cases of alleged discrimination. Employees can file complaints with this court for resolution.

• Ministry of Labour and Social Security: The Ministry plays a role in investigating workplace discrimination complaints and can offer mediation services or take enforcement action where necessary.

Employer Responsibilities

Employers in Sierra Leone have a legal responsibility to uphold anti-discrimination laws and foster an inclusive work environment. This includes:

• Clear Anti-Discrimination Policies: Companies must have written policies that explicitly prohibit discrimination based on protected characteristics. These policies must be clearly communicated to all employees.

• Fair Recruitment and Hiring Practices: Employers must ensure that their recruitment, interviewing, and selection processes are free from bias and offer equal opportunities to all qualified candidates.

• Prevention and Resolution of Harassment: Employers should have policies and mechanisms in place for preventing and addressing workplace harassment, including sexual harassment.

• Reasonable Accommodation: Employers must make reasonable efforts to accommodate the needs of employees with disabilities.

Additional Notes

• While protections exist, awareness and enforcement can be uneven throughout Sierra Leone.
• Customary laws, particularly in rural areas, may sometimes conflict with national anti-discrimination statutes.

In Sierra Leone, regulations have been established to ensure minimum working conditions for employees.

Work Hours

The standard workweek in Sierra Leone is 40 hours, from Monday to Friday. Overtime work is permitted, but with limitations. Employees cannot be forced to work overtime, and any overtime worked should be done on a voluntary basis. Overtime pay is also mandated by law.

Rest Periods

Employees are entitled to a minimum one-hour break during the workday. All employees are entitled to one full rest day per week, typically on Sunday.

Ergonomic Requirements

While specific ergonomic regulations are not readily available in a centralized source, the Factories Act does mention the general responsibility of employers to provide a safe work environment. The Ministry of Labour and Social Security is responsible for enforcing workplace safety standards. They may have additional guidelines or resources on ergonomics.

Additional Notes

Enforcement of these regulations can be uneven, particularly in the informal sector. Some sectors may have their own specific regulations regarding working conditions. It's always best to consult the relevant legislation or industry standards for a particular field.

In Sierra Leone, a framework of health and safety regulations exists to protect workers from work-related hazards.

Employer Obligations

Employers in Sierra Leone hold the primary responsibility for ensuring a safe and healthy work environment. The Factories Act of 1960 (as amended in 2007) outlines these obligations, including:

• Risk Assessment and Mitigation: Employers must identify potential hazards in the workplace and take steps to eliminate or minimize them.
• Safe Work Practices and Procedures: Employers are required to establish and implement safe work procedures and provide proper training to employees on these procedures.
• Provision of Personal Protective Equipment (PPE): Employers must provide appropriate PPE to employees when necessary to protect them from workplace hazards.
• Accident Reporting and Investigation: Employers have a legal duty to report workplace accidents and injuries to the Ministry of Labour and Social Security.

Employee Rights

Employees also have important rights under Sierra Leone's health and safety regulations:

• Right to a Safe Work Environment: Employees have the right to work in an environment free from foreseeable risks to their health and safety.
• Right to Information and Training: Employees have the right to be informed about potential hazards in the workplace and to receive training on safe work practices.
• Right to Refuse Unsafe Work: Employees have the right to refuse work that they believe is unsafe and unhealthy.

Enforcement Agencies

The Ministry of Labour and Social Security is the primary government agency responsible for enforcing health and safety regulations in Sierra Leone. Their roles include:

• Conducting workplace inspections to ensure compliance with regulations.
• Investigating workplace accidents and injuries.
• Issuing directives to employers to address safety hazards.
• Promoting occupational safety and health awareness through training and outreach programs.

Additional Notes

• Enforcement of health and safety regulations can be uneven, particularly in smaller businesses and the informal sector.
• While there is a legislative framework in place, Sierra Leone continues to develop its occupational safety and health (OSH) system. The International Labour Organization (ILO) is a key partner in this development.