Employee Sick and Family Leave Policy - Template Form Pro · NG-law
✓ Valid in Nigeria · drafted to comply with local law
Create your Employee Sick and Family Leave Policy - Template Form for use in Nigeria. Answer a few plain-English questions and the document fills in automatically as you go — then download it in Word and PDF, ready to sign or share. This version has been professionally rewritten to comply with local law.
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SICK AND FAMILY LEAVE POLICY
________
Effective Date: ________
This Sick and Family Leave Policy (the “Policy”) is issued by ________, a company duly incorporated under the Companies and Allied Matters Act 2020 with registered office at ________ (the “Company”), and sets out the Company’s provisions for employees who are unable to work by reason of personal illness or the need to care for sick close relatives.
§ 1. ELIGIBILITY
1.1. This Policy applies to full-time employees of the Company who have completed any applicable probationary period as stated in their contract of employment. All employees are advised to read this Policy carefully and to comply with the provisions contained herein.
1.2. This Policy does not apply to the following:
________
1.3. Nothing in this Policy shall be construed to reduce any minimum entitlement to sick leave or wages prescribed by Section 16 of the Labour Act or any other applicable statute.
§ 2. PURPOSE OF LEAVE
2.1. Eligible employees may use sick or family leave where they are unable to resume or remain at work by reason of their own illness or that of a close relative. In particular, leave under this Policy may be used for the following purposes:
(a) An employee’s: (i) mental or physical illness, accident or injury, including recovery from any such illness or injury; (ii) elective procedures such as organ or blood donation; (iii) need for preventative medical care or medical diagnosis; or (iv) compliance with the advice of a registered medical practitioner to take a leave of absence for health reasons.
(c) The closure of the Company or any of its premises by reason of an outbreak of disease, public health emergency or directive of a competent authority; and
(d) Recovery by an employee, or care of a member of the employee’s family, who is a victim of rape, domestic violence or other crime, from trauma, injury or illness resulting from such crime.
2.2. For the purposes of this Policy, a “close relative” means the employee’s spouse, child, parent, or such other relative as may be recognised in writing by the management of the Company.
§ 3. DURATION OF LEAVE
3.1. An eligible employee is entitled to a maximum of ________ of paid sick and family leave in any twelve (12) month period, in addition to any statutory entitlement under Section 16 of the Labour Act.
3.2. This period may be extended at the discretion and with the written approval of the Company’s management.
3.3. Subject to the terms of this Policy, the employee is required to resume work on the expiration of the approved leave unless an extension is granted. A request for extension shall be made in writing not less than ________ prior to the employee’s scheduled date of resumption.
3.4. The Company may, in its discretion, grant or deny a request for extension. Where a request is denied, the employee shall resume work on the scheduled date. Where an employee fails, without lawful justification, to resume work on the agreed date, the Company may exercise its right to discipline the employee or terminate the employment in accordance with the contract of employment and applicable law.
§ 4. PROCEDURE FOR APPLICATION
4.1. An eligible employee shall provide an advance written request of not less than ________ to their supervisor or the human resources department, stating the reason for the leave, the proposed commencement date and a tentative date of resumption.
4.2. Where the need for leave is unforeseeable, or the employee is unable to report to work by reason of sudden personal or family illness, the employee shall notify their supervisor or the management of the Company as soon as reasonably practicable.
4.3. Employees are required to provide reasonable updates regarding the relevant illness, recovery process and likely timeline, to enable the Company to make appropriate arrangements or consider any extension.
4.4. Depending on the nature and duration of the leave, an employee may be required to submit a medical certificate issued by a registered medical practitioner, in accordance with Section 16 of the Labour Act.
§ 5. COMPENSATION DURING LEAVE
5.1. Eligible employees on an approved sick or family leave shall be entitled to their full remuneration for the duration of the leave, subject to the maximum period stated in § 3 of this Policy and to any minimum entitlement prescribed by law.
5.2. Where the leave exceeds the maximum period permitted under this Policy, any additional period of leave granted by way of extension may be unpaid, save where the Company, in its sole discretion, determines otherwise.
5.3. The Company reserves the right to lawfully deduct, in accordance with Sections 1 and 5 of the Labour Act and the employee’s contract of employment, any period of absence that does not comply with the provisions of this Policy.
5.4. All payments made during leave shall be subject to applicable statutory deductions, including but not limited to Pay-As-You-Earn tax under the Personal Income Tax Act, pension contributions under the Pension Reform Act 2014, and contributions under the National Health Insurance Authority Act 2022 and the Employee’s Compensation Act 2010, where applicable.
§ 6. CONFIDENTIALITY AND DATA PROTECTION
6.1. Health information, including medical records and diagnoses of an employee or their close relative, and information relating to rape, harassment, domestic violence and other offences obtained by the Company for the purpose of administering leave under this Policy, constitutes sensitive personal data and shall be treated as strictly confidential in accordance with the Nigeria Data Protection Act 2023.
6.2. Such data shall be collected, processed, stored and retained only for the lawful purposes connected with this Policy, and shall not be disclosed except with the consent of the employee, where necessary to protect the vital interests of the data subject, or where required by law.
6.3. The Company shall implement appropriate technical and organisational measures to safeguard such data and shall observe the rights of data subjects under the Nigeria Data Protection Act 2023. The designated officer responsible for data protection enquiries under this Policy is ________.
§ 7. COMPLAINTS AND GRIEVANCES
7.1. An employee who wishes to make a formal complaint or challenge compliance with this Policy shall report the matter in the following manner:
________
7.2. Nothing in this Policy shall prejudice an employee’s right to seek redress before the National Industrial Court of Nigeria or any other competent authority.
§ 8. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE
8.1. The employee’s rights, including the right to remuneration and other benefits, shall not be adversely affected by an approved leave taken in accordance with this Policy.
8.2. The employee shall remain bound by the terms and conditions of their contract of employment and the employee handbook, including, without limitation, the code of conduct, confidentiality provisions, leave policies and all other applicable provisions, throughout the period of leave.
§ 9. POLICY MODIFICATION
9.1. The Company may, at any time and in its sole discretion, amend, revoke or revise the terms of this Policy, provided that no amendment shall reduce any entitlement below the statutory minimum. All employees shall be notified in writing of any change made to this Policy.
9.2. Employees have a duty to read, understand and adhere to the provisions of any revised version of this Policy. Any questions arising from a revised Policy should be communicated to the employee’s supervisor, head of department, or the human resources department.
§ 10. GOVERNING LAW
10.1. This Policy shall be governed by and construed in accordance with the laws of the Federal Republic of Nigeria, and any dispute arising hereunder shall be subject to the jurisdiction of the courts of ________.
ACKNOWLEDGEMENT OF RECEIPT
I acknowledge receipt of a copy of the Sick and Family Leave Policy, which contains the policies, practices and procedures of ________, and I agree to read, understand and be bound by all the provisions of this Policy.
I understand that this Policy is intended to serve as a guide and operates without prejudice to the terms of my contract of employment and applicable law.
I understand that failure to comply with the provisions of this Policy may result in disciplinary action, up to and including termination of employment in accordance with my contract of employment and applicable law.
I acknowledge that the Company reserves the right to modify the policies, procedures and other provisions contained in this Policy.
Name of Employee: ________
Date of Receipt: ________
Signature of Employee: ________
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