Jan
Maternity leave is a vital topic for every professional. Whether you are a boss, a coworker, or a husband, you need to know these rules. In Ethiopia, the law protects mothers and their jobs. The Labor Proclamation No. 1156/2019 provides a clear shield for families. It ensures that “becoming a mother” does not lead to a career loss.
Medical Support and the Law
Article 88 of the Labor Proclamation creates the rules for pregnancy. Protection starts long before the baby arrives. Under Article 88(1), an employer must give a pregnant worker paid leave for medical check-ups. The worker simply needs to show a medical certificate. If a doctor recommends extra rest for health reasons, the worker gets paid leave under Article 88(2). This prevents financial stress during a pregnancy.
The 120-Day Breakdown (Article 88/3)
Article 88(3) gives a pregnant worker 120 consecutive days of leave. You receive full pay during this entire period. The law splits the leave into two clear parts:
Postnatal Leave (90 days): You take this after the birth to recover and bond.
Prenatal Leave (30 days): You take this before the birth to rest.
Handling Unpredictable Timing (Article 88/4)
Because babies rarely follow a human calendar, Article 88(4) provides a clear mechanism for early or late arrivals. If a worker does not deliver within her 30 days of prenatal leave, she is entitled to additional leave until the birth occurs, and her 90 days of postnatal leave remain untouched. However, if the birth takes place before the 30-day prenatal leave expires, the prenatal leave ends immediately, and the 90 working days of postnatal leave commence that very day. In short, if the baby arrives like an eager striker scoring in the 10th minute, you move straight to the second half of the leave.
Medical Complications and Miscarriage (Article 88/5)
The law also provides compassionate protection for difficult circumstances. Article 88(5) specifies that if a pregnant worker is certified by a physician to have given up her pregnancy (such as through a miscarriage), the provisions for “leave without pay” found in Article 86 shall not be implemented. This ensures that women facing pregnancy loss are treated with the necessary medical and financial dignity rather than being forced into unpaid leave during a time of recovery. In conclusion, understanding maternity leave is not just a matter of legal compliance for HR departments; it is a fundamental pillar of family welfare and community strength.
By adhering to Proclamation No. 1156/2019, specifically the 120-day paid leave. Whether a baby arrives early or late, the law provides a clear roadmap to handle these shifts, reinforcing the idea that childbirth is a shared social responsibility. For the men and leaders in our community, advocating for these
