Managing employee leave entitlements in Papua New Guinea requires a clear understanding of the country's labour laws and standard practices. Employers must ensure compliance with statutory requirements regarding annual leave, public holidays, sick leave, and parental leave to maintain fair and legal employment relationships.
Navigating these regulations is crucial for businesses operating in PNG, whether they have a local entity or are employing remotely. Adhering to the mandated leave policies helps foster positive employee relations and ensures operational continuity while respecting employee rights.
Annual Vacation Leave
Employees in Papua New Guinea are entitled to paid annual leave based on their length of service. The minimum statutory entitlement is generally two weeks of paid leave for each year of continuous service. This leave typically accrues over the year.
- Entitlement: Minimum 2 weeks (10 working days) per year.
- Accrual: Accrues pro-rata throughout the year.
- Eligibility: Generally applies after a qualifying period of service, often one year, though accrual may begin earlier.
- Payment: Annual leave must be paid at the employee's ordinary rate of pay before the leave commences.
- Timing: The timing of leave is usually agreed upon between the employer and employee, taking into account business needs.
Public Holidays
Papua New Guinea observes several national public holidays throughout the 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 premium pay rates, often double their ordinary rate.
Here are the standard public holidays observed in Papua New Guinea, with typical dates for 2025:
| Holiday | Typical Date (2025) |
|---|---|
| New Year's Day | January 1 |
| Good Friday | April 18 |
| Easter Saturday | April 19 |
| Easter Monday | April 21 |
| Queen's Birthday | June 9 |
| National Remembrance Day | July 23 |
| National Repentance Day | August 26 |
| Independence Day | September 16 |
| Christmas Day | December 25 |
| Boxing Day | December 26 |
Note: Specific dates for holidays like Easter vary each year. Dates for holidays tied to a specific day of the week (like Queen's Birthday) may also shift.
Sick Leave
Employees in Papua New Guinea are entitled to paid sick leave when they are unable to work due to illness or injury. The specific entitlement is often stipulated in employment contracts or company policy, but it must meet or exceed minimum legal requirements.
- Entitlement: While specific statutory minimums can vary or be subject to interpretation and contract, a common standard or expectation is around 6 days of paid sick leave per year. Some sources or agreements may specify higher amounts or different accrual methods.
- Certification: Employers may require a medical certificate from a registered medical practitioner for absences exceeding a certain duration (e.g., two consecutive days).
- Payment: Sick leave is typically paid at the employee's ordinary rate of pay.
- Accumulation: Unused sick leave may or may not accumulate from year to year, depending on the employment contract or company policy.
Parental Leave
Parental leave provisions in PNG primarily focus on maternity leave for female employees. While statutory requirements for paternity or adoption leave are less explicitly defined in general labour law compared to maternity leave, some employers may offer such leave based on company policy or specific industrial awards.
- Maternity Leave:
- Entitlement: Female employees are typically entitled to a period of maternity leave. The standard entitlement is often 6 weeks of leave.
- Timing: This leave can usually be taken before and/or after the birth of the child.
- Payment: Maternity leave in PNG is often unpaid under the general statutory provisions, although some employment contracts, awards, or company policies may provide for paid maternity leave or a portion thereof.
- Eligibility: Usually requires a certain period of continuous service with the employer.
- Return to Work: Employees are generally entitled to return to their former position or a comparable one after maternity leave.
- Paternity Leave: There is no specific statutory entitlement to paternity leave under general PNG labour law. Any provision for paternity leave would typically be based on the employer's policy or specific contractual agreements.
- Adoption Leave: Similar to paternity leave, there is no specific statutory entitlement to adoption leave under general PNG labour law. Provisions would depend on employer policy or contract.
Other Leave Types
Beyond the primary categories, employees in Papua New Guinea may be entitled to or granted other types of leave, depending on their employment contract, company policy, or specific industrial awards.
- Bereavement Leave: Leave granted to employees following the death of a close family member. While not always a statutory requirement under general law, it is a common provision in employment contracts and company policies, typically ranging from 1 to 3 days.
- Study Leave: Leave provided to employees undertaking approved courses of study relevant to their employment. This is not a statutory entitlement but may be offered by employers as part of professional development programs. Terms (paid or unpaid, duration) vary widely.
- Sabbatical Leave: Extended leave granted to employees after a significant period of service, often for personal or professional development. This is not a statutory entitlement and is entirely at the discretion of the employer.
- Jury Duty/Court Attendance: Leave required for employees summoned for jury duty or required to attend court as a witness. Provisions for payment during such leave vary and may depend on specific circumstances or employer policy.
