[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fannual-leave-and-holidays":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":135,"in_subsite":56,"contact_page_url":7,"banner_message":136},828,"annual-leave-and-holidays","Annual Leave and Holidays",null,"","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fannual-leave-and-holidays","labourlaw.labourlawpage","en_RW","2025-07-28T06:21:21.522590+00:00","2026-04-12T00:32:04.678181+00:00","\u002Fcms\u002Fpages\u002F828\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Rwanda","en-rw",{"title":20,"slug":21},"Work in Rwanda","work-in-rwanda",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Annual Leave, Holiday Pay, Weekly Rest Days - Rwanda","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fannual-leave-and-holidays\u002F","index, follow","website","summary_large_image","2025-07-28T08:21:21.522590+02:00","2026-04-12T02:32:04.880070+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Annual Leave and Holidays\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-15\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Paid Vacation \u002F Annual Leave\u003C\u002Fh2>\n          \u003Cp>The Labour Code provides for annual leave to all workers on completion of one year of service. A full-time worker is entitled to 18 working days of paid annual leave (one and a half working days for one month of service). If a worker works less than 45 hours a week, his annual leave is determined on the pro-rata basis. A young worker (16-18 years) is entitled to two working days per month (24 working days per year) of annual leave.\u003C\u002Fp>\n\u003Cp>Annual leave also increases with the length of service with the same employer. The increase in annual leave is one day of extra leave for every 3 years of continuous service. Annual leave may not exceed 21 working days in any case.\u003C\u002Fp>\n\u003Cp>A worker can enjoy his annual leave within two years of its entitlement. Payment in lieu of annual leave is prohibited except in the case of contract termination or expiry before the worker benefited from their annual leave. The payment for annual leave is based on worker’s average actual earnings inclusive of all the benefits he\u002Fshe is entitled, during the year prior to taking leave.\u003C\u002Fp>\n\u003Cp>Public holidays are not part of the annual leave. Compensatory leave is granted if a public holiday falls during annual leave or a worker has to work during annual leave. The days of incidental leave may be deducted from annual leave upon mutual consensus between the worker and the employer.\u003C\u002Fp>\n\u003Cp>The employer sets the annual leave schedule, considering the employee’s preference and business needs. Employees must request leave in writing, and employers must respond in writing. Once approved, leave cannot be postponed or preponed by more than 3 months unless both agree.\u003C\u002Fp>\n\u003Cp>The labour legislation allows for splitting of the annual leave in two parts. Considering the work needs of the enterprise, the employer may require a worker to come back to work and resume the remainder of the annual leave within six months.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source:\u003C\u002Fstrong>  §46-50 & 62 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Pay on Public Holidays\u003C\u002Fh2>\n          \u003Cp>Workers are entitled to fully paid holidays during the Festival (public and religious) holidays. These holidays, determined under the Presidential Order, are usually 15 in number.\u003C\u002Fp>\n\u003Cp>Public holidays include; New Year’s Day (January 01), Day after the New Year’s Day (January 02), National Heroes’ Day (February 01), Good Friday, Easter Monday, Tutsi Genocide Memorial Day (April 07), Labour Day (May 01), Rwandan Independence Day (July 01), Rwandan Liberation Day (July 04), Umuganura Day (first Friday of August), Eid-el-Fitr, Assumption Day (August 15), Eid-al-Adha, Christmas Day (December 25) and Boxing Day (December 26).\u003C\u002Fp>\n\u003Cp>Dates of Muslim festivals are subject to sighting of moon and thus are liable to change. If a public holiday falls on a non-working day, the next or previous working day may be appointed as a public holiday.\u003C\u002Fp>\n\u003Cp>Except the public holiday on 7th April (Genocide against the Tutsi Memorial Day), if an official holiday falls on the weekend, the following working day is declared an official holiday. If two consecutive official holidays fall on a day of the weekend, the two official holidays are compensated by giving a holiday on the one working day that follows. In case of a coincidence of two official holidays, the following working day is an official holiday. An employee who works on an official public holiday is entitled to a rest day equivalent to an official public holiday on which he\u002Fshe has worked within the next thirty (30) days.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source\u003C\u002Fstrong>:§53 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018); §27 & 28 of the Presidential Order N° 062\u002F01 of 19\u002F10\u002F2022 on official mission, delegation of powers and public holidays\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Weekly Rest Days\u003C\u002Fh2>\n          \u003Cp>Workers are entitled to 24 consecutive hours of rest per week. Under the 2009 Labour Code, the weekly rest day used to be Sunday for all workers. The 2018 Labour Law has no such provision.\u003C\u002Fp>\n\u003Cp>According to the 2023 amendment to the Labour Code, an employee is entitled to 1 hour of daily time off, scheduled by the employer.\u003C\u002Fp>\n\u003Cp>Whereas, the time for weekly rest is 24 hours and is not counted in the working hours provided under the minimum hours of work in a week.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source:\u003C\u002Fstrong>  §43-44 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018); §12 of the Ministerial Order N° 01\u002FMIFOTRA\u002F23 OF 13\u002F06\u002F2023 on working hours and public servants governed by employment contracts\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Annual Leave and Holidays\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Constitution of the Republic of Rwanda, 2003, revised in 2015\n          \u003C\u002Fli>\n          \u003Cli>\n            Presidential Order N° 062\u002F01 of 19\u002F10\u002F2022 on official mission, delegation of powers and public holidays \n\n          \u003C\u002Fli>\n          \u003Cli>\n            Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\n          \u003C\u002Fli>\n          \u003Cli>\n            Ministerial Order N° 01\u002FMIFOTRA\u002F23 OF 13\u002F06\u002F2023 on working hours and public servants governed by employment contracts\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_compensation_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _SC_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: annual leave and holiday pay in Rwanda – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-15\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Paid Vacation \u002F Annual Leave\u003C\u002Fh2>\n\u003Cp>The Labour Code provides for annual leave to all workers on completion of one year of service. A full-time worker is entitled to 18 working days of paid annual leave (one and a half working days for one month of service). If a worker works less than 45 hours a week, his annual leave is determined on the pro-rata basis. A young worker (16-18 years) is entitled to two working days per month (24 working days per year) of annual leave.\u003C\u002Fp>\n\u003Cp>Annual leave also increases with the length of service with the same employer. The increase in annual leave is one day of extra leave for every 3 years of continuous service. Annual leave may not exceed 21 working days in any case.\u003C\u002Fp>\n\u003Cp>A worker can enjoy his annual leave within two years of its entitlement. Payment in lieu of annual leave is prohibited except in the case of contract termination or expiry before the worker benefited from their annual leave. The payment for annual leave is based on worker’s average actual earnings inclusive of all the benefits he\u002Fshe is entitled, during the year prior to taking leave.\u003C\u002Fp>\n\u003Cp>Public holidays are not part of the annual leave. Compensatory leave is granted if a public holiday falls during annual leave or a worker has to work during annual leave. The days of incidental leave may be deducted from annual leave upon mutual consensus between the worker and the employer.\u003C\u002Fp>\n\u003Cp>The employer sets the annual leave schedule, considering the employee’s preference and business needs. Employees must request leave in writing, and employers must respond in writing. Once approved, leave cannot be postponed or preponed by more than 3 months unless both agree.\u003C\u002Fp>\n\u003Cp>The labour legislation allows for splitting of the annual leave in two parts. Considering the work needs of the enterprise, the employer may require a worker to come back to work and resume the remainder of the annual leave within six months.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source:\u003C\u002Fstrong>  §46-50 & 62 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Pay on Public Holidays\u003C\u002Fh2>\n\u003Cp>Workers are entitled to fully paid holidays during the Festival (public and religious) holidays. These holidays, determined under the Presidential Order, are usually 15 in number.\u003C\u002Fp>\n\u003Cp>Public holidays include; New Year’s Day (January 01), Day after the New Year’s Day (January 02), National Heroes’ Day (February 01), Good Friday, Easter Monday, Tutsi Genocide Memorial Day (April 07), Labour Day (May 01), Rwandan Independence Day (July 01), Rwandan Liberation Day (July 04), Umuganura Day (first Friday of August), Eid-el-Fitr, Assumption Day (August 15), Eid-al-Adha, Christmas Day (December 25) and Boxing Day (December 26).\u003C\u002Fp>\n\u003Cp>Dates of Muslim festivals are subject to sighting of moon and thus are liable to change. If a public holiday falls on a non-working day, the next or previous working day may be appointed as a public holiday.\u003C\u002Fp>\n\u003Cp>Except the public holiday on 7th April (Genocide against the Tutsi Memorial Day), if an official holiday falls on the weekend, the following working day is declared an official holiday. If two consecutive official holidays fall on a day of the weekend, the two official holidays are compensated by giving a holiday on the one working day that follows. In case of a coincidence of two official holidays, the following working day is an official holiday. An employee who works on an official public holiday is entitled to a rest day equivalent to an official public holiday on which he\u002Fshe has worked within the next thirty (30) days.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source\u003C\u002Fstrong>:§53 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018); §27 & 28 of the Presidential Order N° 062\u002F01 of 19\u002F10\u002F2022 on official mission, delegation of powers and public holidays\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Weekly Rest Days\u003C\u002Fh2>\n\u003Cp>Workers are entitled to 24 consecutive hours of rest per week. Under the 2009 Labour Code, the weekly rest day used to be Sunday for all workers. The 2018 Labour Law has no such provision.\u003C\u002Fp>\n\u003Cp>According to the 2023 amendment to the Labour Code, an employee is entitled to 1 hour of daily time off, scheduled by the employer.\u003C\u002Fp>\n\u003Cp>Whereas, the time for weekly rest is 24 hours and is not counted in the working hours provided under the minimum hours of work in a week.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Source:\u003C\u002Fstrong>  §43-44 of the Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018); §12 of the Ministerial Order N° 01\u002FMIFOTRA\u002F23 OF 13\u002F06\u002F2023 on working hours and public servants governed by employment contracts\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Annual Leave and Holidays\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Constitution of the Republic of Rwanda, 2003, revised in 2015\n          \u003C\u002Fli>\n\u003Cli>\n            Presidential Order N° 062\u002F01 of 19\u002F10\u002F2022 on official mission, delegation of powers and public holidays \n\n          \u003C\u002Fli>\n\u003Cli>\n            Law regulating Labour in Rwanda, 2018 (No. 66\u002F2018)\n          \u003C\u002Fli>\n\u003Cli>\n            Ministerial Order N° 01\u002FMIFOTRA\u002F23 OF 13\u002F06\u002F2023 on working hours and public servants governed by employment contracts\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fcompensation-and-working-time'>Compensation and Working Time\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-rwanda'>Minimum Wages Regulations - Rwanda\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Fsalary\u002Fcheck'>Salary Check\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-rw\u002Fwork-in-rwanda\u002Fcollective-bargaining-agreement\u002F'>Collective Bargaining Agreement\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,70,71,75,79,83,87,91,95,99,103,107,111,115,119,123,127,131],{"id":59,"short_title":60,"title":23,"url":61},824,"All about Labour Laws in Rwanda.","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law",{"id":63,"short_title":7,"title":64,"url":65},826,"Work and Wages","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fwork-and-wages",{"id":67,"short_title":7,"title":68,"url":69},827,"Compensation and Working Time","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fcompensation-and-working-time",{"id":4,"short_title":7,"title":6,"url":9},{"id":72,"short_title":7,"title":73,"url":74},829,"Contracts and Dismissals","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":76,"short_title":7,"title":77,"url":78},830,"Notice and Severance","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":80,"short_title":7,"title":81,"url":82},831,"Family Responsibilities","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Ffamily-responsibilities",{"id":84,"short_title":7,"title":85,"url":86},832,"Maternity and Work","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fmaternity-and-work",{"id":88,"short_title":7,"title":89,"url":90},833,"Job Protection","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":92,"short_title":7,"title":93,"url":94},834,"Breastfeeding","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":96,"short_title":7,"title":97,"url":98},835,"Health and Safety","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fhealth-and-safety",{"id":100,"short_title":7,"title":101,"url":102},836,"Sick Leave","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fsick-leave",{"id":104,"short_title":7,"title":105,"url":106},837,"Work Injury Benefits","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":108,"short_title":7,"title":109,"url":110},838,"Social Security","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fsocial-security",{"id":112,"short_title":7,"title":113,"url":114},839,"Unemployment Benefits","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":116,"short_title":7,"title":117,"url":118},840,"Fair Treatment","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Ffair-treatment",{"id":120,"short_title":7,"title":121,"url":122},841,"Sexual Harassment","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":124,"short_title":7,"title":125,"url":126},842,"Minors and Youth","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":128,"short_title":7,"title":129,"url":130},843,"Forced Labour","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":132,"short_title":7,"title":133,"url":134},844,"Trade Unions","\u002Fen-rw\u002Fwork-in-rwanda\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]