[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffamily-responsibilities":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":131,"in_subsite":56,"contact_page_url":7,"banner_message":136},614,"family-responsibilities","Family Responsibilities",null,"","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffamily-responsibilities","labourlaw.labourlawpage","en_TZ","2025-07-27T08:21:26.013036+00:00","2026-04-08T18:18:20.272250+00:00","\u002Fcms\u002Fpages\u002F614\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Tanzania","en-tz",{"title":20,"slug":21},"Work in Tanzania","work-in-tanzania",{"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},"Paternity Leave, Family Leave - Tanzania","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffamily-responsibilities\u002F","index, follow","website","summary_large_image","2025-07-27T10:21:26.013036+02:00","2026-04-08T20:18:20.360516+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Family Responsibilities\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-30\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Paternity Leave\u003C\u002Fh2>\n          \u003Cp>Employment and Labour Relations Act 2004 provides for paid paternity leave of at least 3 days (in a leave cycle of 12 months) or 7 days in case of premature birth for a new father if this leave is taken within the 7 days of the birth of a child.\u003C\u002Fp>\n\u003Cp>The employer may require reasonable proof of the birth of a child prior to paying for paternity leave. The employee must be employed with the same employer for at least six months in the 12 months before the birth or be employed on a seasonal basis by the same employer. \u003C\u002Fp>\n\u003Cp>Source: §34 of the Employment and Labour Relations Act 2004; §8 of the Labour Law (amendments) Act, 2025, ISSA Country Profile Tanzania\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Parental Leave\u003C\u002Fh2>\n          \u003Cp>There is no provision in the law on paid or unpaid parental leave.\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n          \u003Cp>No provisions could be located in the law supporting work-life balance for parents or workers with family responsibilities.\u003C\u002Fp>\n\u003Cp>Previously, the law was silent on adjustments during emergencies (e.g. pandemics). No explicit provision allowed altering work hours, location or other terms even if a crisis (like COVID-19) severely affected workplace safety or continuity.\u003C\u002Fp>\n\u003Cp>Under the 2025 Amendment, there is a new provision for modifying work arrangements during emergencies. Employers and employees can now mutually agree on special working terms in the event of extraordinary situations like infectious disease outbreaks or other emergencies that threaten employee safety or disrupt operations. \u003C\u002Fp>\n\u003Cp>Source: §16A of the Employment and Labour Relations Act 2004\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Special Leaves\u003C\u002Fh2>\n          \u003Cp>According to the Employment and Labour Law Amendment 2025, the employee is entitled to up to 30 days of unpaid leave in case of personal emergency, disaster, or family-related crisis. It can be extended further upon mutual agreement.  \u003C\u002Fp>\n\u003Cp>Source: §34A of the Employment and Labour Relations Act 2004\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Family Responsibilities\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Sheria ya Sikukuu za Kitaifa, 1966\n\u002F Public Holidays Ordinance, 1966\n          \u003C\u002Fli>\n          \u003Cli>\n            Sheria za Kazi (Marekebisho), Namba 13 ya 2024\n\u002F Labour Laws (Amendments) Act, No. 13 of 2024\n          \u003C\u002Fli>\n          \u003Cli>\n            ISSA Nchi ya Tanzania\n\u002F ISSA Country Profile Tanzania\n          \u003C\u002Fli>\n          \u003Cli>\n            Sheria ya Ajira na Mahusiano Kazini, Namba 6 ya 2004\n\u002F Employment and Labour Relations Act, No. 6 of 2004\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_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _ll_leave_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 on paternity leave and\u002For family leave in Tanzania – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-30\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Paternity Leave\u003C\u002Fh2>\n\u003Cp>Employment and Labour Relations Act 2004 provides for paid paternity leave of at least 3 days (in a leave cycle of 12 months) or 7 days in case of premature birth for a new father if this leave is taken within the 7 days of the birth of a child.\u003C\u002Fp>\n\u003Cp>The employer may require reasonable proof of the birth of a child prior to paying for paternity leave. The employee must be employed with the same employer for at least six months in the 12 months before the birth or be employed on a seasonal basis by the same employer. \u003C\u002Fp>\n\u003Cp>Source: §34 of the Employment and Labour Relations Act 2004; §8 of the Labour Law (amendments) Act, 2025, ISSA Country Profile Tanzania\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Parental Leave\u003C\u002Fh2>\n\u003Cp>There is no provision in the law on paid or unpaid parental leave.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Flexible Work Option for Parents \u002F Work-Life Balance\u003C\u002Fh2>\n\u003Cp>No provisions could be located in the law supporting work-life balance for parents or workers with family responsibilities.\u003C\u002Fp>\n\u003Cp>Previously, the law was silent on adjustments during emergencies (e.g. pandemics). No explicit provision allowed altering work hours, location or other terms even if a crisis (like COVID-19) severely affected workplace safety or continuity.\u003C\u002Fp>\n\u003Cp>Under the 2025 Amendment, there is a new provision for modifying work arrangements during emergencies. Employers and employees can now mutually agree on special working terms in the event of extraordinary situations like infectious disease outbreaks or other emergencies that threaten employee safety or disrupt operations. \u003C\u002Fp>\n\u003Cp>Source: §16A of the Employment and Labour Relations Act 2004\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Special Leaves\u003C\u002Fh2>\n\u003Cp>According to the Employment and Labour Law Amendment 2025, the employee is entitled to up to 30 days of unpaid leave in case of personal emergency, disaster, or family-related crisis. It can be extended further upon mutual agreement.  \u003C\u002Fp>\n\u003Cp>Source: §34A of the Employment and Labour Relations Act 2004\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Family Responsibilities\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Sheria ya Sikukuu za Kitaifa, 1966\n\u002F Public Holidays Ordinance, 1966\n          \u003C\u002Fli>\n\u003Cli>\n            Sheria za Kazi (Marekebisho), Namba 13 ya 2024\n\u002F Labour Laws (Amendments) Act, No. 13 of 2024\n          \u003C\u002Fli>\n\u003Cli>\n            ISSA Nchi ya Tanzania\n\u002F ISSA Country Profile Tanzania\n          \u003C\u002Fli>\n\u003Cli>\n            Sheria ya Ajira na Mahusiano Kazini, Namba 6 ya 2004\n\u002F Employment and Labour Relations Act, No. 6 of 2004\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fannual-leave-and-holidays'>Annual Leave and Holidays\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-tz\u002Fwork-in-tanzania\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,[58,62,66,70,74,78,79,83,87,91,95,99,103,107,111,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},609,"Work and Wages","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},610,"Compensation and Working Time","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fcompensation-and-working-time",{"id":67,"short_title":7,"title":68,"url":69},611,"Annual Leave and Holidays","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":71,"short_title":7,"title":72,"url":73},612,"Contracts and Dismissals","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":75,"short_title":7,"title":76,"url":77},613,"Notice and Severance","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":4,"short_title":7,"title":6,"url":9},{"id":80,"short_title":7,"title":81,"url":82},615,"Maternity and Work","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fmaternity-and-work",{"id":84,"short_title":7,"title":85,"url":86},616,"Job 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Benefits","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":112,"short_title":7,"title":113,"url":114},623,"Fair Treatment","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffair-treatment",{"id":116,"short_title":7,"title":117,"url":118},624,"Sexual Harassment","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},625,"Minors and Youth","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},626,"Forced Labour","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},627,"Trade Unions","\u002Fen-tz\u002Fwork-in-tanzania\u002Flabour-law\u002Ftrade-unions",[132],{"url_path":133,"title":17,"language_name_en":134,"language_name_local":135,"translated_language_name":134},"\u002Fsw-tz","Swahili","Kiswahili","\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]