Leave Entitlements Regulation (No. 7)

Types of Leave, Eligibility, and Administration Framework

This Regulation establishes the framework governing leave entitlements for civil servants within the Jubbaland State public service. It defines the different categories of leave, conditions for eligibility, and procedures for requesting, approving, and recording leave, ensuring consistency and fairness across institutions.

Application extends to civil servants funded through the consolidated government budget, including those supported through donor-funded positions, while excluding categories such as security forces, judiciary members, and political office holders. The framework supports employee welfare while maintaining continuity of public service delivery.

Public holidays are recognised as paid leave, with official dates determined annually. Where employees are required to work on such days, equivalent time off is granted in lieu, subject to prior approval and proper recording.

Annual leave is accrued on a monthly basis and may be taken subject to supervisory approval and operational requirements. Leave must be requested in advance through formal procedures, and accrued leave must be utilised within defined time limits, after which it may lapse. Conversion of unused leave into monetary payment is not permitted, except in limited circumstances at the end of employment.

Parental leave provisions include maternity leave for female employees and paternity leave for male employees, both granted with full pay under defined conditions. Maternity leave includes provisions for job security, continuity of benefits, and accumulation of other entitlements during the leave period.

Sick leave and compassionate leave are provided to address health-related and personal circumstances, including illness, bereavement, and other approved situations. Supporting documentation is required, and limits are placed on accumulation and use. Procedures ensure that absence is properly reported and recorded.

Unpaid leave may be granted in exceptional circumstances upon formal request and approval. Conditions are defined to ensure that such leave is justified, documented, and does not result in undue disruption to service delivery.

Study leave is available for employees pursuing approved educational programmes relevant to institutional needs. Approval is subject to organisational priorities, and extended periods of study leave may affect job placement upon return. No salary or benefits accrue during unpaid study leave.

Time off in lieu may be granted where employees have worked additional hours beyond normal schedules or during public holidays, ensuring alignment with broader provisions on working hours and compensation.

Clear record-keeping and administrative controls underpin all leave processes, with human resource units responsible for maintaining accurate leave balances and ensuring compliance with procedures. Mechanisms for complaints and appeals provide recourse where leave-related decisions are disputed.