The year 2025 is marked by major changes in several African labor codes. While the intentions are clear, implementation remains a challenge in a fragmented socio-economic landscape.
Current overview:
In countries like Senegal, Côte d’Ivoire, Benin, and Cameroon, legislation is evolving toward greater employee protection, especially in areas such as maternity, harassment, and social coverage. However, these reforms face three key obstacles:
- Weak labor inspection capacity,
- The dominance of the informal sector (up to 85% of the economy in some countries),
- A lack of labor law awareness among employees—and sometimes even employers.
Focus: breastfeeding leave and parental rights at work
Few African companies offer proper support for return-to-work after maternity leave. Yet, labor codes in Côte d’Ivoire and Senegal now provide for breastfeeding breaks and even adjusted hours for up to one year after childbirth. These rights are often ignored due to lack of information or managerial will.
Legal developments to watch:
- Reforms in union rights and social dialogue (Cameroon, Niger),
- Regulation of hybrid work models (freelancing, platform-based work),
- Harmonization with WAEMU and OHADA directives.
Key takeaways for HR:
- Establish a reliable legal monitoring system or work with legal partners.
- Train managers on legal obligations, especially regarding discrimination, working time, and contract termination.
- Integrate these developments into HR policies and internal codes.
Labor law in Africa is evolving rapidly. Companies that stay ahead of these changes can turn them into levers of trust, employer branding, and social performance. It’s also a matter of shared responsibility.
You can learn more by contacting us at contact@talent2africa.com.