Your rights at work

Posted 7 Nov 2026, 12:00 GMT·By lanbuk.com

This guide explains the Employment Act, 2023 (Act No. 15 of 2023) in plain words. Under each point are the Act's own words. It is not legal advice: for your own situation, read the Act and get advice. The Act's page shows any later amendment.

1. 1.A spoken agreement is still a contract

   A job agreement can be made by word of mouth. The Act protects you whether your contract is spoken or written, unless another law says it must be in writing.

   A contract of employment, other than a contract which is required by this Act or any other Act to be made in writing, may be made orally and this Act, save as otherwise expressly provided, shall apply to oral and written contracts of employment. (Employment Act, 2023, s 37)

2. 2.You can ask for your terms in writing

   Your employer must give you the main terms in writing, including both parties' names and addresses, your start date, your job, where you work, your wages and when they are paid, your overtime rate and your normal hours.

   A worker shall be entitled to receive from his employer, notice in writing of the following particulars of employment, including (a) the full names and addresses of the parties … (b) the date on which employment under the contract begins … (c) the title and description of the job … (d) the place where the worker’s duties are to be performed; (e) the wages … (f) the rates of overtime pay … (g) the worker’s normal hours of work … (Employment Act, 2023, s 59(1))

3. 3.At least the national minimum wage

   If you work, or usually work, in Sierra Leone under a spoken or written contract, you must be paid at least the national minimum wage.

   A person who qualifies for the national minimum wage shall be paid a wage by his employer in respect of his work in any pay reference period at a rate which is not less than the national minimum wage. (Employment Act, 2023, s 50(1))

4. 4.Your full wages, without unlawful deductions

   Your whole wage must be paid directly to you. Your employer may only deduct what the Act permits. A deduction made without your consent that the Act does not permit is an offence.

   … the entire amount of wages earned by or payable to a worker shall be paid directly to the worker and an employer shall not make a deduction from the wages of a worker unless it is a permitted deduction. (Employment Act, 2023, s 52(1))

5. 5.A pay slip every time you are paid

   Each time you are paid you must get a written pay statement, in simple English, showing your gross pay, each deduction and why it was made, and your net pay. If you do not get one, or it is wrong, you can complain to the Commissioner of Labour or your trade union.

   An employer shall provide, with each payment of a worker’s wages, an itemised pay statement in writing in simple English … which sets out—(a) the worker’s gross wages … (b) the amount of every deduction … and the purpose for which each deduction was made; and (c) the worker’s net wages … (Employment Act, 2023, s 56(1)–(2))

6. 6.Working hours

   You cannot be required to work more than 8 hours a day or 48 hours a week. You and your employer can agree a longer day, but not more than 10 hours.

   … a worker shall not be required to work more than 8 hours per day. … a worker shall not be required to work more than 48 hours per week. (Employment Act, 2023, ss 61(1), 61(2)(b), 62(1))

7. 7.Overtime pay

   Unless there is a written agreement, hours over 8 a day or 40 a week are paid at your hourly rate plus a supplement. The Act sets the supplement in two subsections that put it slightly differently, so read both.

   (2) … in the absence of a written agreement, be remunerated at the hourly rate, plus a supplement which shall be 50% for week days and 100% for weekends and public holidays. (3) … plus a supplement, which shall be 50% for the first 4 hours in excess of 40 in a week, and 100% for any such hours exceeding 4. (Employment Act, 2023, s 65(2)–(3))

8. 8.Annual leave

   You are entitled to leave every year. You can take it in parts, and your employer must let you take it in the year it is due. After a year with the same employer, you get at least one month's basic salary as annual leave allowance for each completed year.

   Leave … may be taken in instalments and an employer shall permit the worker to take leave in the year in which it is due. … at least one month of his basic salary as annual leave allowance for each completed year of service … (Employment Act, 2023, s 71(3)–(4))

9. 9.Maternity leave

   With a certificate from a doctor or midwife, a woman worker is entitled to at least 14 weeks' maternity leave on full pay. Her benefits, pension and seniority carry on as if she were at work.

   … a female worker shall be entitled to not less than 14 weeks’ maternity leave … on full remuneration. (Employment Act, 2023, s 72(1)–(2))

10. 10.No pregnancy test to get a job

    An employer cannot ask a woman applying for a job for a pregnancy test, unless the work is high-risk for a pregnant woman or the law prohibits or restricts it for pregnant or nursing women.

    An employer shall not request for pregnancy test or a certificate of such a test when female worker is applying for employment except where required for work that is—(a) of high risk to the health of a pregnant woman; or (b) prohibited or restricted for pregnant or nursing women by law. (Employment Act, 2023, s 73(1))

11. 11.Paternity leave

    A father is entitled to 2 weeks' paternity leave on full pay when his child is born, once a year. He must give his employer one week's written notice.

    … a male worker shall be entitled to 2 weeks paternity leave upon the birth of his child … A male worker on paternity leave shall be entitled to full remuneration. (Employment Act, 2023, s 77(1)–(4))

12. 12.Sick leave

    If you are off sick, your employer must give you sick leave. Tell your employer as soon as you reasonably can, and get a certificate from a registered medical practitioner. If your employer chooses the doctor, the employer pays the fees and transport.

    An Employer shall grant a worker, who is absent from work through sickness, sick leave … (Employment Act, 2023, s 78(1)–(3))

13. 13.Notice before your job ends

    A contract with no end date can be ended by either side with one month's notice, or one month's basic salary instead. Notice must be in writing (except for a worker who cannot read) and in a form and language you can understand.

    A contract without reference to limit of time may be terminated by either party upon giving one month notice or pay one month basic salary in lieu of notice. (Employment Act, 2023, s 84(1)–(2))

14. 14.Unfair dismissal: where to complain

    Taking leave you are entitled to, refusing to join or leave a union, or taking part in a lawful strike are not fair reasons to end your job. If you think you were unfairly dismissed, complain to the Commissioner, who can order your reinstatement, re-employment, or compensation of at least 24 months' national minimum wage.

    A worker who claims that his employment has been unfairly terminated by the employer may present a complaint to the Commissioner. (Employment Act, 2023, ss 88(1), 90(1)–(2))

15. 15.Violence and harassment

    Violence and harassment at work, including sexual harassment, are prohibited. You can complain through your workplace's procedures, and if that does not resolve it, to the Commissioner.

    Violence and harassment in the workplace is prohibited (Employment Act, 2023, s 15(1)–(3))

16. 16.Discrimination

    Discrimination at work is prohibited. An employer must not dismiss or disadvantage a worker only because, among other things, the worker is pregnant, complained about a safety risk, or was disabled by a workplace injury.

    Discrimination in employment or occupation is prohibited and a person discriminated against may make a complaint by himself or by another person on his behalf. (Employment Act, 2023, s 17(1)–(2))

17. 17.Trade unions

    You may form or join a trade union of your choice, or leave it, and take part in its lawful activities.

    A worker may form or join a trade union of his choice for the promotion and protection of his economic and social interests or withdraw his membership from such trade union … (Employment Act, 2023, s 12(1))

Where to go

For free legal help and other contacts, see Get legal help.

As named in the Act:

• The Commissioner of Labour and Employment (the Act's complaints route for pay statements, harassment and unfair dismissal).
• Your trade union, for pay statements (s 56(2)).