Pages 1—7: ETHIOPIAN LABOR RELATIONS

Proclamation No. 1156/2019 was enacted to establish basic principles governing worker-
employer relations to promote industrial peace, productivity, and competitiveness in Ethiopia.
The proclamation emphasizes the rights and obligations of workers and employers to establish
associations, engage in social dialogue, and resolve labor disputes efficiently. It aims to create a
conducive environment for investment while safeguarding fundamental workplace rights and
aligning with international conventions. The scope of application of the proclamation covers
employment relations based on a contract between a worker and an employer, excluding
specific categories such as managerial employees, personal service contracts, and certain public
sector employees. It outlines definitions for terms like employer, worker, social dialogue, and
sexual harassment among others. Regarding contract formation, a contract of employment can
be for an indefinite or definite period, or for piecework. It may also include probation periods for
testing job suitability, with specific obligations for both employers and workers. Employers are
required to provide work, wages, benefits, and ensure occupational safety, while workers must
perform assigned tasks, follow instructions, and maintain equipment care. The proclamation sets
out obligations related to wage payments, union dues deductions, workplace safety, medical
examinations, record-keeping, and provision of work-related information. It also mandates
employers to provide certificates upon contract termination and conduct awareness programs
for workers on work rules. Workers are expected to fulfill their job responsibilities diligently,
comply with instructions, and care for tools and equipment provided for work. Overall,
Proclamation No. 1156/2019 establishes a legal framework to regulate labor relations in
Ethiopia, emphasizing the protection of workers' rights, the promotion of productivity, and the
creation of a harmonious work environment beneficial for both employees and employers.

Pages 8—14: WORKPLACE RIGHTS OVERVIEW

This section of the document outlines the rights and responsibilities of both employers and
workers in the workplace, as well as the prohibited acts that employers and workers should
avoid. It emphasizes the importance of providing aid during accidents, reporting dangerous
situations, and complying with the law, collective agreements, and work rules. Additionally, it
describes the conditions under which a contract of employment can be modified, amalgamated,
divided, or transferred without terminating the contract. Temporary suspension of rights and
obligations arising from a contract of employment is also discussed, including the grounds for
suspension and the procedures to be followed. The document further covers the termination of
employment relations, including termination by the operations of the law, termination by
agreement, termination by the initiation of the parties, and reduction of the workforce. It
specifies the reasons for which a contract of employment may be terminated either with or
without prior notice, ensuring that termination is carried out in accordance with the law,
collective agreements, or mutual agreement between the parties involved. Overall, this section
provides a comprehensive overview of the regulations and processes related to contracts of
employment, termination, and workforce reduction within the outlined legal framework.

Pages 15—21: TERMINATION OF EMPLOYMENT

Article 32 of the document addresses the termination of the contract of employment without
prior notice. It outlines specific circumstances under which a worker can terminate the contract
without prior notice, such as acts contrary to human dignity, sexual harassment or violence,
imminent danger to the worker's safety, and the employer's repeated failure to fulfill obligations.
The worker must inform the employer in writing of the reasons for termination if it falls under
the specified circumstances. Moreover, the document discusses the period of limitation
regarding a worker's right to terminate the employment contract, which expires after fifteen
working days from the occurrence or cessation of the act. In Section One of Chapter Three, the
process of giving notice to terminate a contract of employment is detailed. The notice must be
in writing and provide reasons for termination and the effective date. Specific procedures are
outlined for delivering notices by both the employer and the worker. Section Two addresses the
payment of wages and other related payments upon termination of the employment contract. It
specifies the period within which these payments should be made, as well as the consequences
of delays in payment by the employer. Following this, Section Three discusses severance pay and
compensation. It outlines various scenarios under which a worker may be entitled to severance
pay from the employer and specifies the calculation of severance pay based on the years of
service. Compensation for termination of the contract without notice is also detailed. Section
Four deals with the consequences of unlawful termination of the employment contract. It
specifies that if either party fails to comply with the regulations outlined in the document
regarding termination, the termination will be deemed unlawful. The section also addresses
reinstatement or compensation of a worker in cases of unlawful termination, with specifics on
compensation calculations and back pay in case of reinstatement. Lastly, Chapter Four addresses
special contracts like home work contracts and contracts of apprenticeship. It establishes the
formation, obligations, termination grounds, and specific provisions that apply to these types of
contracts.

Pages 22—29: LABOR LAW PROVISIONS.

The document section provided discusses various aspects related to wages, hours of work,
weekly rest, public holidays, and leave entitlements for workers under the labor law. Here is a
summary of the key points covered in this excerpt: 1. **Apprenticeship Contract Termination**:
Employers are obligated to provide apprentices with a certificate detailing their training upon
contract termination. 2. **Wages (Chapter One)**: - Definition of wages and exclusions such as
overtime pay, bonuses, commissions, etc. - Conditions of payment for idle time and regulations
on deductions and record-keeping. 3. **Mode and Execution of Payment (Chapter Two)**: -
Payment in cash or kind, regulations on wages board, and the method of payment. - Provisions
for payment in person, time of payment, deductions from wages, and record-keeping
requirements. 4. **Hours of Work, Weekly Rest, and Public Holidays (Part Four)**: - Regulations
on normal hours of work, maximum daily/weekly hours, overtime work, and conditions for
overtime payment. - Guidelines on weekly rest periods, public holidays, leave entitlements, and
specific provisions for various circumstances relating to work schedules. 5. **Annual Leave
(Chapter One)**: - Regulations on the amount of annual leave, granting of leave, dividing and
postponing annual leave, and recalling workers on leave. - Prohibition on waiving annual leave
rights or paying wages in lieu of the annual leave. 6. **Special Leaves (Chapter Two)**: - Special
provisions for family events, including marriage, bereavement, paternity leave, and leave without
pay for exceptional events. - Union leave entitlements. This summary highlights the labor law
provisions regarding wages, hours of work, rest periods, public holidays, and leave entitlements
for workers as outlined in the document section provided.

Pages 30—37: LABOUR RIGHTS REGULATIONS.

The document outlines regulations and provisions related to various aspects of labour rights,
such as trade union entitlements, sick leave, working conditions for women and young workers,
occupational safety and health, and benefits in the case of employment injuries. Here is a
summary of the key points covered in the pages 29 to 36 of the document: 1. Trade union
leaders are entitled to leave with pay for various purposes like presenting cases in labour
disputes, negotiating collective agreements, attending union meetings, and more. Collective
agreements may determine the manner of granting such leave. 2. Workers are entitled to leave
with pay for activities like hearings related to labour disputes, voting rights, and being witnesses
before judicial organs. The process of granting educational or training leave can be determined
by collective agreements or work rules. 3. Sick leave provisions include duration of leave,
notification requirements, and payment details based on the duration of the sickness. 4.
Maternity leave entitlements for pregnant workers include leave for medical examinations, pre-
natal and post-natal leave with pay, and protection from termination due to pregnancy. 5.
Regulations for young workers cover prohibitions on certain types of work, limits on daily
working hours, and restrictions on night, overtime, weekend, and holiday work. 6. Occupational
safety and health obligations for employers involve measures to safeguard workers' health and
safety, providing protective equipment, registering accidents, and following directives from
competent authorities. 7. Workers are obligated to cooperate in maintaining health and safety
regulations, report hazards, and properly use safety equipment. 8. Liability and benefits related
to occupational injuries, including the responsibility of employers for injuries sustained at the
workplace and the assessment of disablement and corresponding benefits. These pages of the
document focus on ensuring fair treatment, safety, and well-being of workers, with specific
emphasis on the rights of trade union leaders, pregnant women, young workers, and employees
in cases of sickness or injuries sustained at the workplace.
Pages 38—44: EMPLOYER MEDICAL BENEFITS, UNIONS

This section of the document covers the obligations of the employer towards providing medical
services and various kinds of cash benefits to employees who sustain employment injuries. It
details the types of medical services to be covered by the employer, duration of medical
services, periodical payment for temporary disability, disablement pension or gratuity,
dependents' benefits upon death, and burden of proof for benefits regarding the cause of
death. It also mentions that the benefits provided are exempt from income tax and cannot be
assigned, attached, or deducted. Additionally, the document elaborates on the establishment,
functions, and registration of Trade Unions and Employers' Associations. It explains the right to
form associations, the formation of trade unions and federations, the functions of associations,
federations, and confederations, prohibited acts, bylaws of associations, registration process,
and grounds for refusal or cancellation of registration.

Pages 45—51: LABOR DISPUTE RESOLUTION.

This section of the document provides detailed information on the procedures and regulations
regarding the dissolution of associations, collective agreements, and the resolution of labor
disputes. It explains the conditions under which an association may be dissolved by the Ministry
or Appropriate Authority, the process of giving notice for the cancellation of registration, and
the right to appeal such decisions. It also outlines the definition of a collective agreement, the
bargaining process, representation rights, advisors, the content and registration of collective
agreements, as well as the validity, duration, and scope of application of collective agreements.
Additionally, the document covers the establishment of labor dispute resolution mechanisms
through labor courts, including the jurisdiction of labor divisions in both federal and regional
first-instance courts, appellate courts, and alternative dispute settlement mechanisms like
conciliation and social dialogue. The roles and responsibilities of conciliators and the procedures
for settling disputes through the assignment of conciliators are also discussed. Overall, this
section delves into the legal framework surrounding the dissolution of associations, the
negotiation and implementation of collective agreements, and the resolution of labor disputes
through formal mechanisms like labor courts and alternative methods such as conciliation and
social dialogue.

Pages 52—57: LABOR RELATIONS OVERVIEW.

The document outlines various aspects related to labor relations, particularly focusing on the
establishment of conditions of work, the settlement of disputes, the role of conciliators, the
establishment and composition of labor relations boards, their powers, procedures, decision-
making processes, and the appeal process. It also delves into the rights of workers to strike and
employers to lock-out, while highlighting the conditions and procedures to be followed before
initiating such actions. Key points discussed include: 1. Issues of wages and benefits, new work
conditions, collective agreements, and disputes interpretation. 2. The role of conciliators in
settling labor disputes through amicable means. 3. Establishment and functions of Permanent
and Ad hoc Labor Relations Boards. 4. Composition, meeting procedures, and decision-making
processes of the boards. 5. Powers of the boards to handle disputes, gather information, and
conduct hearings. 6. Adoption of rules of procedure and consideration of matters by the boards.
7. Decisions made by the boards, their effects, and the finality of factual findings. 8. Appeal
process to the High Court in labor disputes. 9. Offenses against the boards and associated
penalties, as well as the submission of annual reports. 10. Rights of workers to strike and
employers to lock-out, including conditions and procedures to be fulfilled. 11. Prohibited acts
during strikes or lock-outs. Overall, the document provides a comprehensive overview of the
legal framework surrounding labor relations, focusing on dispute resolution mechanisms, labor
rights, and the roles and responsibilities of various entities involved in ensuring fair and just
labor practices.

Pages 58—64: LABOR REGULATIONS OUTLINED.

The document outlines regulations regarding strikes and lock-outs, fees exemption for labor-
related cases, and provisions for the period of limitation and priority of claims in labor disputes.
It further discusses the powers of the Ministry in labor administration, including directives for
occupational safety, health, and working conditions. The provisions also cover employment
services, licensing of private employment agencies, conditions for employing foreign nationals,
and labor inspection services. Labor inspectors are assigned powers to ensure compliance with
labor laws and take necessary measures to address health and safety hazards in workplaces.
Employers have the right to appeal orders issued by labor inspectors, with final decisions made
by the competent court. Additionally, the document emphasizes the confidentiality and
impartiality expected from labor inspectors, restricting the disclosure of sensitive information
obtained during inspections.

Pages 65—68: ETHIOPIA LABOR REGULATIONS.

The document outlines regulations and provisions related to labour inspection and
administrative measures in Ethiopia. It addresses the responsibilities and restrictions of labour
inspectors, including refraining from inspecting undertakings in which they have an ownership
or interest, and avoiding acting as a conciliator or arbitrator in labour disputes. The document
lists prohibited acts that obstruct the duties of a labour inspector, such as preventing entry to
workplaces, refusing document inspections, and concealing employment injury data. It also
establishes a framework for private inspection services, requiring certification by the Ministry or
relevant authority for certain technical activities. Administrative measures against employers are
detailed, including fines for violations of working hour regulations, record-keeping
requirements, and contract termination rules. There are also provisions for fines and potential
closure of undertakings for repeat offenses. The document specifies measures applicable to
employers, employer associations, trade unions, and leaders for various violations, with
escalating fines and potential closure for repeated offenses. Further, the document includes
provisions for measures against private employment agencies operating without proper
licensing, with penalties of imprisonment and fines outlined. It empowers labour inspectors to
initiate legal actions against violations of the proclamation and associated regulations. Lastly,
the document addresses miscellaneous provisions, such as limitations on proceedings, transitory
arrangements for existing agreements and entities established under previous proclamations,
determination of disablement degrees, repeal of previous laws, and the effective date of the
current proclamation. The document aims to regulate labour inspection, enforcement of labour
laws, and administrative actions against violations in Ethiopia to ensure compliance with labour
standards and protect the rights and safety of workers.