So, you're eyeing Chad? Let's talk employee leave!
by Hyacinthe Ndolenodji - Director, Job Booster Tchad
Expanding your Dutch enterprise into Chad? Exciting! But before you dive in, there’s one area that’s critical to get right: employee leave entitlements. It’s more than a compliance checkbox - it’s a foundation for stability, engagement, and long-term growth.
This guide offers clear, actionable insights to help you navigate Chad’s labor laws, avoid risks, and foster a motivated workforce.
Chad’s annual leave: the basics
Under Chad’s Labor Code (currently under revision), full-time employees are entitled to 2 working days of paid leave per month, equating to 24 days annually. This accrual begins from day one.
A “month of effective work” is defined as four weeks or 24 working days – providing clarity across varying schedules.
Seniority may increase entitlements. Some sectors offer 26 days/year after 10 years, but these are typically found in collective agreements, not the Labor Code itself. Be sure to check your sector’s rules.
Taking leave: rules and payments
Employees may take leave after one year of service. It must usually be used within the next 12 months. Splitting leave is allowed – with one portion being at least 14 consecutive days, including rest days or public holidays.
Importantly, employees on leave receive a leave allowance equivalent to their average earnings (salary, premiums, commissions) from the prior 12 months – paid before leave starts. If an employee leaves before taking accrued leave, it must be paid out.
Some sources suggest 1.5 days/month (18 days/year). That’s incorrect. Always follow the Labor Code, which mandates 2 days/month.
Public holidays in Chad
Chad has several official public holidays, typically paid and in addition to annual leave. Islamic holidays (e.g., Ramadan, Tabaski) follow lunar calendars and may shift. If holidays fall on weekends or during leave, the Labor Code isn’t specific – this is usually addressed by decrees, collective agreements, or company policy. Local HR advice is key.
Other types of leave
- Maternity leave: 14 weeks (6 before + 8 after delivery), extendable for medical reasons. Mothers get 1 hour/day for breastfeeding for 15 months post-birth. Covered mostly by social security.
- Paternity leave: Typically, 1–2 weeks, depending on sector agreements but Labour Code is not specific about it.
- Sick leave: Short-term sick days often allowed under company policy; long-term illness can suspend contracts (up to 6 months) with employer-paid indemnity equal to regular pay during that period.
- Bereavement & marriage leave: Not statutory, but often included under "family event leave" in agreements – usually up to 10 days/year.
Smart tips for Dutch employers
- Align contracts with local law: All contracts must comply with Chadian labor laws. Use clear French translations and consult a local expert.
- Track leave accrual: Do it monthly - it’s a legal must.
- Plan leave fairly: Consider both company needs and employee preferences. Provide at least 15 days’ notice for leave dates.
- Handle holidays wisely: Get clarity on how they interact with leave/weekends.
- Consider EOR services: If not yet incorporated in Chad, an employer-of-record can manage payroll and HR compliance.
Final word: compliance builds strong teams
Chad’s leave framework requires 24 paid annual leave days, with added benefits through collective agreements. Maternity is protected; other leaves vary by sector. Getting this right goes beyond law - it’s about building trust and a happy team.
Need help navigating this? Local partners like Job Booster Chad Entreprise can support your smooth entry into Chad’s labor market. Think of it not just as legal compliance – but smart, people-centered business.
