Lesotho’s new Labour Act of 2024 introduces a modernised and consolidated framework for employee rights and employer obligations. The Act, which repeals and replaces earlier fragmented legislation, is designed to align Lesotho’s employment standards with international labour norms while addressing domestic concerns such as parental leave, severance entitlements, and workplace fairness.
Whether you are an employer doing business in Lesotho or an employee seeking clarity on your rights, understanding the mandatory employee benefits under the Labour Act of 2024 is essential to ensure compliance and avoid costly disputes.
This guide outlines all the key statutory benefits employees are entitled to under the Act, with explanations on how they operate in practice.
General Leave & Rest Entitlements
| Benefit | Details |
|---|---|
| Annual Leave | Minimum 12 working days per year of continuous service. |
| Weekly Rest Day | Minimum 1 day off per week, exclusive of public holidays. |
| Lunch Break | At least 1 hour per day, excluded from ordinary working hours. |
| Public Holidays | Either a paid day off, extra day’s wage, or compensatory time off. |
Working Hours & Overtime
| Provision | Details |
|---|---|
| Ordinary Weekly Hours | Maximum of 45 hours per week. |
| Monthly Allocation Option | Maximum of 195 hours per month. |
| Overtime | Time beyond the above limits must be paid at a premium rate. |
| Lunch Breaks & Overtime | Lunch hours not included in working hours and not counted towards overtime. |
Sick Leave
| Period of Service | Sick Leave Entitlement |
|---|---|
| First 6 Months | Sick leave may be unpaid. |
| After 6 Months | 12 days of paid sick leave per year. |
| After 12 Months | Additional 12 days paid + 24 days at half pay per year. |
Family & Parental Leave
| Type of Leave | Entitlement | Paid or Unpaid |
|---|---|---|
| Maternity Leave | 14 weeks (7 weeks pre-birth + 7 weeks post-birth). | Unpaid, unless otherwise agreed. |
| Stillbirth Leave | 3 weeks after a stillbirth. | Not specified. |
| Paternity Leave | 14 days from the child’s birth. | Not specified. |
| Adoption Leave | 14 days for both parents from the date the child arrives. | Not specified. |
| Nursing Hours | Up to 1 hour/day (paid) for 6 months after maternity leave. | Paid. |
| Bereavement Leave | 5 days for death of an immediate family member who depends on the employee. | Not specified. |
| Childcare Leave | Unspecified duration during child hospitalisation, followed by sick leave after discharge. | Not specified. |
Termination & Severance Benefits
| Condition | Entitlement |
|---|---|
| More than 1 year of service | Statutory severance pay on termination. |
| Dismissal for misconduct | No severance entitlement. |
| Alternative benefits (e.g. gratuity) | Allowed if more favourable to employee. Must be agreed in the employment contract. |
| Employer’s Obligation | Must clarify upfront whether severance or alternative benefit will apply. |
Employer & Employee Compliance Tips
| For Employers | For Employees |
|---|---|
| Review and update employment contracts and HR policies to reflect the Labour Act 2024. | Understand and assert your leave, pay, and severance entitlements under the new Act. |
| Clarify whether paternity, adoption, and bereavement leave are paid or unpaid. | Maintain records of employment and request clarity on ambiguous leave entitlements. |
| Specify whether severance or alternative separation benefits apply in the event of termination. | Seek advice if termination benefits are denied or unclear. |
At Mayet & Associates Attorneys, we provide expert legal advice on employment law in Lesotho, including compliance with the Labour Act 2024. Whether you are a business refining HR policies or an employee clarifying your workplace rights, our team is ready to assist.
📩 Contact us today for tailored legal support.