Senegal’s leave framework is shaped by a dual system: statutory provisions in the Labour Code and sector-wide collective agreements. Employers operating in Senegal recently approached Praxima for support in understanding how these two layers interact.
While the Labour Code establishes minimum standards, collective agreements can provide more favourable conditions. In most private-sector employment relationships, the Convention Collective Nationale Inter Professionnelle (CCNIP) applies. Where it does, its provisions may override or supplement the Labour Code, particularly in areas where the Code is silent.
From a payroll and compliance perspective, systems should be configured in line with the Labour Code and/or the applicable collective agreement. However, employers remain responsible for confirming whether they fall under the CCNIP or a different agreement and must provide their specific leave policy where an alternative applies.
Employees acquire the right to annual leave after completing 12 months of actual service. The standard accrual rate is two working days per month of service, unless more favourable terms are provided under a collective agreement.
Annual leave may be postponed by mutual agreement between employer and employee, provided that:
These six mandatory days are deducted from the total accrued leave, which is typically calculated on the basis of 30 working days.
The CCNIP also introduces seniority-based increases to annual leave entitlements, provided the employee is covered by this agreement:
In addition, working mothers are entitled to one extra day of leave per year for each child under the age of 14, provided the child is registered in the civil registry.
Reference: Articles 148–150 of the Labour Code, 1997 & Article 55 of the CCNIP
The Labour Code allows for exceptional permissions of up to 10 days for family events that directly affect the employee’s household. These absences are designed to provide flexibility during significant personal or family circumstances.
Reference: Article 149 of the Labour Code
Employees may take up to 15 days of unpaid leave to:
These absences are unpaid but legally protected under the Labour Code.
Reference: Article 149 of the Labour Code
A further 30 days of unpaid leave may be granted to employees who are:
Reference: Article 149 of the Labour Code
Female employees are entitled to 14 consecutive weeks of maternity leave around childbirth. This includes a mandatory six-week period after delivery.
During maternity leave, employees are entitled to benefits paid through social security, rather than salary continuation by the employer, in accordance with Article 143 of the Labour Code.
Reference: Décret n°2021-1469 of 03 November 2021 & Article 143 of the Labour Code
Sick leave entitlements in Senegal vary based on an employee’s length of service and are set out in the CCNIP:
These provisions highlight the importance of accurately tracking employee seniority within payroll systems.
Reference: Article 20 of the CCNIP
Employees with at least six months of service are entitled to one to five days of exceptional paid leave per year, depending on the event. This leave:
Qualifying events include:
Reference: Article 18 of the CCNIP
𝘐𝘧 𝘢𝘯 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘳 𝘩𝘢𝘴 𝘢𝘯𝘺 𝘶𝘯𝘤𝘦𝘳𝘵𝘢𝘪𝘯𝘵𝘺 𝘢𝘣𝘰𝘶𝘵 𝘸𝘩𝘦𝘵𝘩𝘦𝘳 𝘵𝘩𝘦 𝘢𝘣𝘰𝘷𝘦 𝘢𝘱𝘱𝘭𝘪𝘦𝘴 𝘵𝘰 𝘵𝘩𝘦𝘪𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴, 𝘪𝘵 𝘪𝘴 𝘳𝘦𝘤𝘰𝘮𝘮𝘦𝘯𝘥𝘦𝘥 𝘵𝘩𝘢𝘵 𝘭𝘦𝘨𝘢𝘭 𝘢𝘥𝘷𝘪𝘤𝘦 𝘣𝘦 𝘴𝘰𝘶𝘨𝘩𝘵.Speak to a Specialist
If this article raised questions or highlighted areas you’d like to understand better, let’s talk.Our team can walk through the details, implications, and practical considerations for your business.
