Source: http://www.ilo.org/dyn/travail/travmain.sectionReport1?p_lang=en&p_countries=MW&p_sc_id=2000&p_year=2011&p_structure=3
Timestamp: 2015-04-25 10:58:58
Document Index: 610534963

Matched Legal Cases: ['§47', '§47', '§47', '§47', '§47', '§47', '§49', '§48']

Page 1 of 1 (1 countries) Malawi - Maternity protection - 2011
Employment Act, 1999 (No. 6 of 2000). Government Gazette, Supplement, 2000-05-19, 17p. Employment act.pdf
Every female employee is entitled to paid maternity leave.Employment Act §47(1) Qualifying conditions
A female employee shall be entitled, within every three years, to at least eight weeks maternity leave on full pay.Employment Act §47(1) Historical data (year indicates year of data collection)
2009: 8 weeks (every three years)
2004: Eight weeks (every three years)
In the event of illness, certified by a registered medical practitioner, arising out of pregnancy of confinement, affecting the employee or her child, the employer shall grant the employee additional leave as the employer may deem fit.Employment Act §47(3) RELATED TYPES OF LEAVE
A female employee shall be entitled, within every three years, to at least eight weeks maternity leave on full pay.Employment Act §47(1) Amount
During the period when an employee is on maternity leave, her normal benefits and entitlements, including her contractual rights and accumulation of seniority, shall continue uninterrupted and her period of employment shall not be considered to have been interrupted, reduced or broken.Employment Act §47(2) Historical data (year indicates year of data collection)
The employer shall pay the benefits.During the period when an employee is on maternity leave, her normal benefits and entitlements, including her contractual rights and accumulation of seniority, shall continue uninterrupted and her period of employment shall not be considered to have been interrupted, reduced or broken.Employment Act §47(2) Historical data (year indicates year of data collection)
An employer who terminates the employment of an employee because the employee is pregnant or for any reason connected with her pregnancy shall be guilty of an offence and the burden of proving that the employment was not terminated because of pregnancy shall be on the employer.An employer who is convicted of an offence under subsection (1) shall be liable to a fine of MK 20,000 and imprisonment for five years.In addition to imposing a penalty under subsection (2), the Court may order -(a) the employer to reinstate the employee, who shall be treated in all respects as if her employment had not been terminated; and(b) an award of compensation as specified in section 63 (1) (c).An employer who is ordered under subsection (2) to reinstate an employee and refuses to do so shall be guilty of an offence and liable to a fine of MK 500 for each day during which the offence continues.Employment Act §49 Burden of proof
Upon the expiration of her maternity leave, an employee shall have the right to return to the same job with the same benefits and entitlements as immediately before her absence, unless(a) the job ceased to exist because of the economic, technological or organizational requirements of the undertaking; or(c) she is incapable of continuing to perform the job.(2) In either of the circumstances mentioned in subsection(1), the employer shall take reasonable steps to find the employee a suitable alternative job within the undertaking.(3) If no suitable alternative job can be found in accordancewith subsection (2), or if the employee unreasonably refuses the offer of a suitable alternative job, the employer shall be entitled to terminate her employment with notice, subject to the requirements of section 28 and to providing a severance allowance under section 35.Employment Act §48 Results generated on: 25th April 2015 at 12:58:58.Page 1 of 1 (1 countries) ^ top