Managing employee leave entitlements in Papua New Guinea requires a clear understanding of the country's labor laws, primarily governed by the Employment Act. These regulations set minimum standards for various types of leave, ensuring employees receive time off for rest, illness, public holidays, and significant life events. Adhering to these statutory requirements is crucial for compliance and fostering positive employee relations.
Employers in Papua New Guinea must navigate specific rules regarding accrual, eligibility, and payment for different leave types. While the Act provides a baseline, some employment contracts or industrial awards may offer more generous provisions. Therefore, it is essential for employers to be aware of both the statutory minimums and any enhanced entitlements applicable to their workforce.
Annual Vacation Leave
Employees in Papua New Guinea are entitled to paid annual leave after completing a year of continuous service. This leave is intended for rest and recreation.
| Entitlement | Details |
|---|---|
| Minimum Annual Leave | 14 consecutive days per year |
| Accrual | Typically accrues on a pro-rata basis throughout the year |
| Accumulation | Can be accumulated for up to four years with employer agreement |
| Payment | Paid at the employee's regular wage before the leave commences |
| Casual Workers Eligibility | Generally not applicable to casual workers |
The timing of annual leave is usually determined by agreement between the employer and employee, taking into account business needs. Employers cannot compel employees to forfeit accrued leave.
Public Holidays and Observances
Papua New Guinea observes several national public holidays throughout the year, providing employees with paid time off. In 2025, the national public holidays are:
| Holiday | Date in 2025 | Day of the Week |
|---|---|---|
| New Year's Day | January 1 | Wednesday |
| National Remembrance Day of the Late First Prime Minister | February 26 | Wednesday |
| Good Friday | April 18 | Friday |
| Easter Saturday | April 19 | Saturday |
| Easter Sunday | April 20 | Sunday |
| Easter Monday | April 21 | Monday |
| King's Birthday | June 17 | Tuesday |
| 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 |
Some provinces may observe additional local public holidays. If an employee is required to work on a public holiday, they are typically entitled to overtime pay or a day off in lieu, as stipulated by the Employment Act or relevant industrial awards.
Sick Leave Policies and Pay
Employees in Papua New Guinea are entitled to paid sick leave to manage illness or injury.
| Entitlement | Details |
|---|---|
| Minimum Sick Leave | 6 days per year |
| Eligibility | Generally after six months of continuous service |
| Medical Certificate | Often required, especially for absences exceeding two consecutive days |
| Accumulation | Up to 18 days of unused sick leave can typically be accumulated (excluding current year's entitlement) |
| Pay | Employees usually receive their normal wage during sick leave |
Some regional variations or specific industrial awards may provide for more generous sick leave entitlements. Employees should notify their employer promptly if they are unable to work due to illness.
Parental Leave
Parental leave provisions in Papua New Guinea primarily focus on maternity leave. While there are provisions for maternity leave, the country is noted as one of the few globally that does not mandate paid parental leave.
Maternity Leave
| Entitlement | Details |
|---|---|
| Duration | 6 weeks |
| Pay | Generally unpaid under statutory provisions |
| Eligibility | May require a certain period of service (e.g., 108 days in 12 months or 90 days in 6 months) |
| Timing | Can be taken before and/or after childbirth |
| Additional Leave | An additional four weeks may be granted for sickness related to delivery |
Paternity Leave and Adoption Leave
Statutory provisions for paid paternity and adoption leave are not standard in Papua New Guinea. Some employers may offer these types of leave based on company policy or individual agreements, but there is no national mandate for paid leave in these categories.
Other Types of Leave
Beyond the primary leave types, employees in Papua New Guinea may be eligible for other forms of leave, often depending on employer policies, industry agreements, or specific circumstances.
- Bereavement Leave: Some employers grant paid or unpaid leave to employees in the event of a death in the immediate family. A common provision is around 3 days of paid compassionate leave for the death of a close family member.
- Study Leave: Employers may offer leave for employees pursuing further education or training relevant to their role. The terms, including whether it is paid or unpaid, are typically at the employer's discretion.
- Long Service Leave: Employees may become entitled to extended paid leave after a significant period of continuous service with the same employer, though the specifics can vary based on agreements or awards. Some awards may grant one month of paid leave after 10 years of service, with pro-rata entitlements after a shorter period like three years.
- Sabbatical Leave: Less common in PNG, sabbatical leave is typically a longer period of leave for personal or professional development, often offered by specific organizations or in certain sectors like academia. It is usually discretionary and not a statutory entitlement.
- Special Leave: Employers may grant special leave for various other reasons, such as community service or personal emergencies, usually on a case-by-case basis.
