Madagascar Employment Guide

Maternity Leave Regulations in Madagascar

Employees in Madagascar are entitled to 14 weeks of fully paid maternity leave. The leave structure requires six weeks to be taken before the expected delivery date, with the remaining eight weeks utilized following childbirth. During this period, employees receive 100% of their average salary, with costs shared equally between social security (50%) and the employer (50%).

In cases where pregnancy-related health complications arise, employees may qualify for an additional three weeks of paid leave at full salary. This extension requires proper medical documentation but provides crucial support during challenging health circumstances.

Practical Implementation Considerations

Companies like SailGlobal have successfully implemented these policies by establishing clear documentation procedures and maintaining open communication with expecting employees. Early notification systems and flexible work arrangements during pregnancy have proven effective in ensuring smooth transitions.

Paternity Leave Provisions

Current Malagasy labor legislation does not mandate paternity leave benefits in the private sector. However, progressive employers increasingly recognize the value of offering some form of paternity leave to support work-life balance and gender equality.

Parental Leave Framework

Madagascar's legal system does not specifically address extended parental leave beyond maternity provisions. Employees typically rely on existing maternity and potential paternity leave arrangements, though some multinational companies operating in Madagascar offer enhanced parental benefits as part of their global HR policies.

Sick Leave Entitlements

Employees may take paid sick leave for up to six months with full salary continuation. Medical certification from a company-approved healthcare provider is required, ensuring proper verification while protecting employee rights. This extended coverage provides significant security for workers facing serious health challenges.

Best Practices for Employers

Establishing clear medical certification processes and return-to-work protocols helps maintain operational efficiency while supporting employee wellbeing. Regular policy reviews ensure compliance with evolving labor standards and industry benchmarks.