Ethiopia’s Parental Leave Law: A New Era for Labor Rights and Gender Inclusivity

Ethiopia’s 2019 labor reform extended maternity leave to 120 days and introduced paid paternity leave, marking a significant step toward gender equality. Achieved through years of tripartite negotiation, the reform now faces implementation challenges amid limited awareness and structural gaps.

In 2019, Ethiopia took a historic step in promoting gender equality by reforming its labor laws to extend paid maternity leave from 90 to 120 days and to introduce three days of paid paternity leave for private sector workers. This reform, detailed in a Global Indicators Brief produced by the World Bank’s Women, Business and the Law (WBL) program and supported by the Bill & Melinda Gates Foundation and the William and Flora Hewlett Foundation, is a rare and progressive move in Sub-Saharan Africa. It reflects a strong synergy between civil society advocacy, political opportunity, and economic transformation. The reform was a response not only to the growing demands of Ethiopia’s evolving workforce but also to a broader vision of equity, inclusion, and investment-friendly governance.

A Journey Rooted in Legal Evolution and Advocacy

Ethiopia’s labor reform did not emerge in a vacuum. It is the culmination of decades of progressive legal changes that steadily advanced women's rights. As far back as 1993, Labor Proclamation No. 42 prohibited the dismissal of pregnant workers. The 2002 Family Code granted women equal property rights and the status of head of household. A pension reform in 2011 established equal retirement ages for men and women. These cumulative legal milestones raised Ethiopia’s Women, Business and the Law score from 44.4 in 1971 to 76.9 in 2021, outperforming the Sub-Saharan African average. However, the labor market had outpaced the legal framework. As Ethiopia’s economy shifted from agriculture to services and industry, labor conditions needed modernization. Trade unions, especially the Confederation of Ethiopian Trade Unions (CETU), led the charge, submitting a 2016 draft proposing six months of maternity and five days of paternity leave. Though the proposal was initially rejected, it planted the seeds for sustained negotiation.

Political Transition as a Window for Reform

The political landscape between 2015 and 2018 played a catalytic role in creating space for reform. Widespread protests against inequality and authoritarianism led to a change in leadership, with the new administration pledging sweeping legal reforms. The environment became more conducive to dialogue, and restrictive laws, like the 2009 Civil Society Proclamation were repealed or revised. CETU capitalized on this window to renew advocacy for labor reform. Simultaneously, the private sector, which had become a pillar of Ethiopia’s economic strategy, also pressed for legal updates. Employers sought flexibility to discipline employees and clarity on leave provisions. Government ministries, seeing the dual benefit of promoting industrial growth and enhancing labor rights, endorsed the need for reform. With a broad consensus emerging among the government, labor unions, and employers, the groundwork was laid for a tripartite process to reshape the labor code.

Tripartite Negotiation: A Seven-Year Struggle for Consensus

The drafting and negotiation process took nearly seven years and was marked by intense debate and compromise. CETU initially faced resistance for proposing generous leave benefits, including six months of maternity leave and five days for fathers. Employers warned that long absences would impact productivity, and government officials expressed concern that the private sector might be disincentivized from hiring women. But CETU stood firm, pointing to the disparity between public sector workers who already had four months of maternity leave and 10 days of paternity leave and private sector employees, who had far fewer protections. The turning point came when CETU emphasized international comparisons, showing that foreign investors operating in Ethiopia, particularly from countries like China, Saudi Arabia, and Turkey, already complied with generous family leave policies back home. After extensive consultations, including with international labor bodies, stakeholders agreed to a compromise: 120 days of maternity leave and three days of paternity leave. The final law, Labor Proclamation No. 1156/2019, was adopted with cross-sectoral support.

Implementation Challenges and Uneven Awareness

Despite the legal success, implementing the reform has proved difficult. Public awareness is limited, especially among non-unionized workers, due to a lack of sustained communication. The COVID-19 pandemic disrupted planned awareness campaigns, forcing CETU to turn to digital platforms and virtual training. However, internet connectivity remains low in many areas, limiting outreach. Additionally, there is little reliable data on whether employers are complying with the new law or whether workers are claiming their entitlements. Labor inspections are not yet fully gender-responsive, and legal remedies are slow; court cases can take up to three years, deterring many from filing complaints. CETU has received few reports of violations, which could suggest either compliance or a lack of knowledge about the law. Moreover, only about 10 percent of workers are unionized, weakening the labor movement’s ability to support widespread enforcement.

The Road Ahead: Equity Requires Investment and Culture Shift

While the reform is a landmark, several structural issues remain unresolved. Gender norms continue to assign caregiving responsibilities to women, and the short duration of paternity leave reinforces this stereotype. The fact that employers, rather than the government or a social insurance fund are responsible for paying maternity leave poses another challenge. Small businesses, in particular, may be discouraged from hiring women of childbearing age, which could undermine the reform’s intended impact. To address these gaps, experts recommend establishing a government-funded or social insurance scheme for parental leave. At the same time, public awareness campaigns, media advocacy featuring “fatherhood champions,” and gender-sensitive training for labor inspectors are essential to shift attitudes and ensure equitable application of the law.

Ethiopia’s maternity and paternity leave reform stands as a bold and commendable example of how collaborative governance, political openness, and data-informed advocacy can lead to meaningful progress. While the road ahead remains long, Ethiopia’s journey provides valuable lessons for nations seeking to balance economic growth with inclusive social policy. With sustained effort and structural support, parental leave can be transformed from a legal entitlement into a lived reality for millions of Ethiopian families.