本文作者/The Authors：
梅赫特亚布・莱乌勒
Mehrteab Leul
格图・希费拉夫
Getu Shiferaw
玛莎・贝莱特
Martha Belete
赫利娜・阿萨姆纽
Helina Asamnew
本文译者/The Translator：
陈静 Chen Jing
一、前言 Foreword
埃塞俄比亚作为“一带一路”倡议在非洲东部的重要节点，凭借其丰富的劳动力资源、快速发展的经济潜力以及在基础设施建设、制造业、农业和能源等领域的广阔机会，正成为中资企业在非洲的重点投资目的地。近年来，中埃两国在铁路、电力、工业园建设等领域的合作不断深化，为双边投资与经贸关系注入强劲动力。
Ethiopia, as a key node of the "Belt and Road Initiative" in East Africa, is increasingly becoming a major investment destination in Africa for Chinese enterprises, owing to its abundant labor resources, rapidly growing economic potential, and broad opportunities in infrastructure construction, manufacturing, agriculture, and energy sectors. In recent years, cooperation between China and Ethiopia has continued to deepen in areas such as railways, power generation, and industrial park construction, injecting strong momentum into bilateral investment and economic relations.
埃塞俄比亚的劳动法体系以成文法为核心，区分公务员、管理人员与非管理人员，分别适用《联邦公务员公告》《民法典》和《劳动公告》，体现出较强的体系性与层级性。其法律框架强调对非管理人员的重点保护，在劳动合同、工时工资、休假权利、解雇程序、数据隐私与外籍用工等方面设有细致且强制性的规定，尤其在终止劳动关系、工会权利、社会保险及劳动争议解决等领域具有鲜明的本地化特色，构成了中资企业在埃塞俄比亚合规用工和属地化经营过程中必须应对的法律挑战。
Ethiopia's labor law system is statute-based, distinguishing between civil servants, managerial employees, and non-managerial employees, who are governed respectively by the Federal Civil Servants Proclamation, the Civil Code, and the Labor Proclamation. This reflects a structured and hierarchical legal framework that emphasizes enhanced protection for non-managerial employees. The system includes detailed and mandatory provisions on employment contracts, working hours and wages, leave entitlements, termination procedures, data privacy, and the employment of foreign workers. It features distinct local characteristics, particularly in areas such as termination of employment, trade union rights, social insurance, and employment dispute resolution, presenting essential legal challenges that Chinese enterprises must navigate to ensure compliance and achieve successful localized operations in Ethiopia.
《埃塞俄比亚劳动法体系报告》由Mehrteab Leul律师、Getu Shiferaw律师、Martha Belete博士及Helina Asamnew律师共同撰写。他们来自埃塞俄比亚领先的律师事务所Mehrteab & Getu Advocates LLP，该律所在劳动与移民、公司事务、投融资和争议解决等领域拥有丰富经验，并屡获国际法律评级机构认可。他们凭借其对埃塞俄比亚劳动法的深刻理解与实务洞察，系统梳理用工合规关键环节，为中资企业高效应对法律差异、建立健全本地人力资源制度提供了扎实的实操指南。
The Ethiopia Labor Law Overview is co-authored by Mehrteab Leul, Getu Shiferaw, Dr. Martha Belete, and Helina Asamnew from Mehrteab & Getu Advocates LLP, a leading law firm in Ethiopia with extensive experience in employment and immigration, corporate matters, investment and finance, and dispute resolution. The firm has been consistently recognized by major international legal directories. Leveraging their profound understanding and practical insights into Ethiopian labor law, the authors systematically outline key compliance aspects throughout the employment process, providing solid practical guidance for Chinese enterprises to efficiently adapt to legal differences and establish robust local human resources systems.
（下文为《埃塞俄比亚劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之埃塞俄比亚篇）
(The following content is excerpted from the Ethiopia Labor Law Overview - Part A. For the full version, please refer to the Ethiopian Chapter in the Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、劳动法体系 Labor Law system
埃塞俄比亚的劳动法体系是一个全面的法律框架，体现了政府在确保公平劳动实践、保护员工权利以及维持良好工作环境方面的承诺。这一法律框架通过不同的法律严格规范各个行业的雇佣关系。具体而言，适用于公共部门雇员（公务员）的法律与适用于私营部门雇员的法律有所不同。埃塞俄比亚的公务员受第 1353/2025 号《联邦公务员公告》管辖，而私营部门的雇员方面，非管理人员受第 1156/2019 号《劳动公告》（“《劳动公告》”）管辖，管理人员则受 1960 年《民法典》（“《民法典》”）管辖。。
The Ethiopian labor law system is a comprehensive framework that reflects the government's commitment to ensuring fair labor practices, protecting employees' rights and maintaining a favorable work environment. This framework strictly regulates employment relationships across different sectors with distinct laws. Specifically, the laws that apply to employees in the public sector (civil servants) are different from the laws that apply to employees in the private sector. Civil servants in Ethiopia are governed by the Federal Civil Servants Proclamation No. 1353/2025, while employees in the private sector on the other hand are governed by the Labor Proclamation No.1156/2019 (the "Labor Proclamation") which applies to non-managerial employees and the 1960 Civil Code (the "Civil Code") which applies to managerial employees.
劳动事务方面的主要法律框架包括：(a)《劳动法》；(b)《劳动法》下的劳动法规；(c)《劳动预防、劳动条件和劳动环境组织法》；(d)《劳动预防、劳动条件和劳动环境组织法》下的法规；(e)《劳动法》中关于工作时间的部分法规；以及 (f)《劳动司法程序组织法》。
The main legal framework in labor matters consists of: (a) the Labor Law; (b) labor regulation under the Labor Law; (c) the Workplace Health and Safety Law; (d) regulation under the Workplace Health and Safety Law; (e) regulation under the Labor Law on worktime and (f) Law on Labor Judicial Proceedings.
三、雇佣条款 Terms of Employment
（一）雇员类别 Categories of Employees
埃塞俄比亚劳动法将私营部门雇佣关系中的雇员分为两类：管理人员和非管理人员。
The Ethiopian labor law classifies employees in private employment relationships into two categories: managerial employees and non-managerial employees.
管理人员是指被赋予权力制定和实施管理政策、招聘、调动、停职、裁员、解雇或分配雇员的人员，这种权力可能源于法律规定，也可能来自雇主的授权。管理人员主要受雇佣合同以及《民法典》中关于提供服务合同的第十六编规定的约束。虽然《劳动公告》通常不适用于管理人员，但如果雇主和雇员达成一致，或者内部工作规则中有明确规定，《劳动公告》也可能适用。
Managerial employees are those who are given the authority to formulate and implement management policies, hire, transfer, suspend, layoff, dismiss or assign employees either by law or through delegation of the employer. Managerial employees are primarily governed by the employment contract and the rules of the Civil Code under title XVI, which pertains to contracts for the performance of service. While the Labor Proclamation does not normally apply to managerial employees, it may become applicable if agreed upon by the employer and the employee or specified in internal work rules.
相反，非管理人员是指不属于管理人员定义范围内的雇员。非管理人员与雇主之间的关系受《劳动公告》的条款约束。该公告规定了雇主在处理与非管理人员的关系时必须遵守的最低条件。与管理人员相比，非管理人员受到更多的保护，因为法律假定这些雇员的议价能力低于管理人员。
Non-managerial employees, conversely, are those employees who do not fall under the definition of managerial employees. The relation between non-managerial employees and employers is governed by the provisions of the Labor Proclamation. The Proclamation provides minimum conditions that should always be observed by the employer while dealing with non-managerial employees. Compared to managerial employees, non-managerial employees are accorded greater protection because the law takes the assumption that these employees have less bargaining power than managerial employees.
（二）雇佣合同的类型 Types of Employment Contract
当一个人直接或间接地同意为雇主工作并在雇主的指导下工作以换取工资时，雇佣合同即告成立。
A contract of employment is formed when a person agrees directly or indirectly to perform work for and under the direction of the employer in exchange for wages.
合同可以是固定期限的，也可以是无固定期限的。原则上，法律推定雇佣合同是无固定期限的，除非存在法律规定的需要签订固定期限雇佣合同或针对某项工作的合同的特定情形。
The contract may be for a definite period or indefinite period. In principle, the law presumes an employment contract has been concluded for an indefinite period unless it falls under the specific situations provided by the law warranting a contract of employment for a definite period or piece of work.
《劳动公告》列出了允许签订固定期限雇佣合同的详尽情形清单。仅在以下情况下才允许签订固定期限的雇佣合同：
The Labor Proclamation outlines an exhaustive list of situations where definite period employment is allowed. Employment for a definite period is allowed only under the following grounds:
雇员受雇从事特定的计件工作。
顶替因休假、生病或其他原因暂时缺勤的雇员。
在工作压力异常的情况下从事工作。
为防止对生命或财产造成损害或灾难、修复企业的工程、材料、建筑物或设备的缺陷或故障而进行的紧急工作。
从事与雇主的永久性工作的一部分相关，但不定期进行的非常规工作。
从事与雇主的永久性工作的一部分相关的季节性工作，但仅在一年中的特定时期进行，且在多年间定期重复进行。
从事不属于雇主的永久性活动的偶尔性工作，但间歇性进行。
临时安置突然永久离职且原本签订无固定期限合同的雇员。
在制定组织结构与实施组织结构期间，临时安置雇员以填补空缺职位。
The performance of specified piece work for which the employee is employed.
The replacement of an employee who is temporarily absent due to leave or sickness or other causes.
The performance of work in the event of abnormal pressure of work.
The performance of urgent work to prevent damage or disaster to life or property, to repair defects or breakdowns in works, materials, buildings or plants of an undertaking.
Employment for an irregular work which relates to permanent part of the work of an employer but performed on irregular intervals.
Employment for seasonal works which relate to the permanent part of the works of an employer but performed only for a specified period of the year but which are regularly repeated in the course of the years.
Employment for an occasional work which does not form part of the permanent activity of the employer but which is done intermittently.
Employment for a temporary placement of an employee who has suddenly and permanently vacated from a post having a contract of an indefinite period.
Employment for a temporary placement of an employee to fill a vacant position in the period between the preparation of an organizational structure and its implementation.
最后两种签订固定期限雇佣合同的情况，期限不得超过 45 个工作日，且仅应进行一次。任何不属于上述情况的雇佣关系将自动被视为无固定期限合同。
The last two grounds for definite period employment cannot be made for a period exceeding 45 working days and should be done only once. Any employment relationship that does not fall within above grounds will automatically be deemed a contract for an indefinite period.
与《劳动公告》不同，《民法典》对于管理人员的雇佣合同应签订为固定期限还是无固定期限没有任何限制。因此，雇佣关系的期限将由雇主和雇员之间的协议决定。
Unlike the Labor Proclamation, the Civil Code does not put any restriction on whether the employment contract should be made for a definite or indefinite period for managerial employees. Therefore, the period of an employment relationship will be determined by the agreement between the employer and the employee.
（三）工作时间 Working Hours
1. 正常工作时间 Normal Working Hours
根据《劳动公告》，正常工作时间是指雇员用于开展工作或随时可供工作的时间。这些工作时间每天不得超过 8 小时，每周不得超过 48 小时。这些工作时间应平均分配到一周的工作日中。然而，如果工作性质需要，任何一个工作日的工作时间可以缩短，并且可以将减少的工作时间分配到一周的其余工作日中，但每天超过 8 小时的工作时间不得超过 2 小时。
Under the Labor Proclamation, normal working hour is defined as the time an employee spends performing work or being available for work. These working hours cannot exceed 8 hours a day or 48 hours a week. These hours of work are required to be equally spread over the working days of a week. However, where the nature of the work requires, hours of work in any one of the working days may be shortened and the difference be distributed over the remaining days of the week without exceeding the daily limits of 8 hours by more than 2 hours.
对于管理人员，工作时间由雇佣合同确定。
For managerial employees, working hour is determined by the employment contract.
2. 加班 Overtime
《劳动公告》概述了在雇主明确指示下，雇员可能进行加班工作的特定情形，以及相应的报酬规定。当雇主无法采取其他替代措施时，以及在发生实际或即将发生的事故、不可抗力、紧急工作和替代缺勤雇员进行不间断工作的情况下，允许加班。需要注意的是，雇主不得强迫雇员加班，且加班时间限制为每天 4 小时，每周 12 小时。
The Labor Proclamation outlines specific circumstances where employees may engage in overtime work under the express instruction of the employer along with the corresponding payment. Overtime work is permissible where the employer cannot be expected to employ alternative measures and in situations involving actual or imminent accident, force-majeure, urgent work and substitution of absent employees performing uninterrupted work. It is important to note that, an employee cannot be compelled to work overtime by the employer and overtime work is limited to 4 hours per day and 12 hours per week.
在早上 6 点至晚上 10 点之间进行的加班工作，除正常工资外，应按雇员正常小时工资的 1.5 倍进行补偿。在晚上 10 点至早上 6 点之间进行的加班工作，应按普通小时工资的 1.75 倍进行补偿。如果工作在每周休息日和公共假日进行，雇员有权分别按正常小时工资的 2 倍和 2.5 倍获得报酬。加班工资必须在指定的发薪日与雇员的工资一同支付。
Overtime work done between 6:00 AM in the morning and 10:00 PM in the evening is compensated at a rate of 1.5 multiplied by the employee's normal hourly rate, in addition to the regular wage. Overtime work done between 10:00 PM and 6፡00 AM is compensated at a rate of 1.75 multiplied by the ordinary hourly wage. Where the work is done on weekly rest day and on a public holiday, the employee is entitled to a payment at a rate of 2 and 2.5 multiplied by the normal hourly rate, respectively. Overtime payment must be made on the designated payday together with the employee's wage.
此外，不得安排非管理岗位的怀孕雇员在晚上 10 点至次日下午 6 点之间从事夜间工作或加班工作。年龄在 15 岁至 18 岁的未成年工，每天工作时间不得超过 7 小时。另外，不得安排未成年工在晚上 10 点至早上 6 点之间从事夜间工作、加班工作，或在每周休息日、公共假日工作。
Additionally, a non-managerial pregnant employee should not be assigned to night work between 10 PM and 6 PM or be assigned on overtime work. A young worker, who has attained the age of 15 but is below the age of 18 years, should not work more than 7 hours a day. Further, a young worker should not be assigned to night work between10 PM and 6 AM, over time work, work done on weekly rest days, or work done on public holidays.
（四）工资 Wages
工资被定义为雇员根据雇佣合同因工作表现而有权获得的定期报酬。《劳动公告》将某些款项排除在这一定义之外，其中包括加班费、每日津贴、艰苦条件津贴、交通补贴、搬迁费用、奖金、因额外工作成果而支付的奖励以及客户服务费。
Wage is defined as the regular payment an employee is entitled to for the performance of work as per the contract of employment. The Labor Proclamation excludes certain payments from this definition, including overtime pay, per-diems, hardship allowances, transport allowance, relocation expenses, bonuses, and commission, incentives paid for additional work results and customer service charges.
不过，根据第 976/2016 号《联邦所得税公告》，所有这些款项都被视为就业收入，并需按照其中规定的税率缴纳所得税。
However, all these payments are considered employment income under the Federal Income Tax Proclamation No. 976/2016 and are subject to income tax as per the rates specified therein.
埃塞俄比亚劳动法并未规定适用于所有雇佣关系的最低工资标准。然而，《劳动公告》允许通过集体协议来确定工资。
The Ethiopian labor law does not provide a minimum wage standards applicable to all employment relationships. However, the Labor Proclamation allows the determination of wages by a collective agreement.
一般来说，工资必须以现金形式支付。不过，经双方同意，工资的一部分可以以实物形式支付，但实物支付的价值不得超过当地市场价值，且在任何情况下，实物支付不得超过现金支付工资总额的 30%。
Generally, wages must be paid in cash. However, the portion of the wage may be paid in-kind based on a mutual agreement provided that the in-kind payment does not exceed the local market value and in any case, remains below 30% of the total wage paid in cash.
对于管理人员，工资的确定采用不同的方式。首先，工资由个人协议、集体协议或对雇主有约束力的标准协议设定。如果没有这些协议，则根据习惯性的职业做法或当地惯例确定工资。在没有此类惯例的情况下，法院将确定公平的工资水平。
For managerial employees, the determination of wages follows a different approach. Primarily, wages are set by individual agreements, collective agreements, or standard agreements binding the employer. If these are absent, wages are determined based on customary occupational or local practices. In the absence of such customs, the court will establish equitable wages.
管理人员的工资可以按特定时间段（每小时、每天或每周）固定，也可以是一笔总付，或者按计件工资计算。此外，工资可能包括利润分成或雇主营业额的一定比例。
Managerial wages can be fixed for specific time periods (hourly, daily, or weekly), as a lump sum, or at piece-rates. Additionally, they may include profit-sharing or a percentage of the employer's turnover.
（五）休假 Leaves
1. 年假 Annual Leave
非管理人员在服务的第一年有权享受 16 个工作日的不间断带薪年假，此后每服务两年额外增加一个工作日的年假。对于服务期不足一年的雇员，年假将按其受雇时长的比例予以发放。尽管原则上年假应不间断地休完，但经雇员申请并得到雇主同意，年假可分两次休完。年假可经雇员与雇主达成协议后延期，但年假的积累不得超过两年。如果雇员在休年假期间生病，则其年假需暂停，并使用病假替代。法律禁止以支付工资的方式替代年假，除非雇员在使用年假前雇佣合同终止。此外，雇员放弃年假的任何协议均被视为无效。
Non-managerial employees are entitled to 16 workings days of uninterrupted paid annual leave for the first year of service and with an additional one working day for every two years of service after that. For employees with less than one year of service, annual leave is granted in proportion to their length of employment. Although annual leave is supposed to be taken in uninterrupted manner in principle, it may be divided in two parts upon the employee's request and the employer's agreement. Annual leave can be postponed by the agreement of the employee and the employer. However, it cannot be accumulated for more than two years. In case where the employee becomes ill during annual leave, his/her leave is required to be suspended and his/her sick leave is utilized instead. The law prohibits the payment of wages in lieu of annual leave except where the employment contract is terminated before the employee utilizes his/her annual leave. Moreover, any agreement by the employee to waive his/her annual leave is considered null and void.
管理人员同样有权享受年假，服务一年至五年的雇员，年假为连续 10 天；服务五年至十五年的雇员，年假为连续 15 天；服务超过十五年的雇员，年假为连续 20 天。年假应在一年中最方便的时间休，且雇员需在休假前至少一个月发出通知。
Managerial employees are also entitled to annual leave for a period of 10, 15 and 20 consecutive days where the employee has served for one to five, five to fifteen and more than fifteen years, respectively. This leave is to be taken at a time of the year which is most convenient and the employee is required to give a notice at least one month before he/she takes the leave.
2. 病假 Sick Leave
已完成试用期的非管理人员，因患病无法工作时，有权享受最长六个月的病假，该病假可在 12 个月内连续或分开计算。在病假的第一个月，雇员可享受全薪待遇，接下来的两个月享受半薪待遇，剩余的三个月则无薪。雇员需在缺勤后的次日通知雇主，并提供由认可医疗机构出具的医疗证明。
A non-managerial employee who has completed his/her probation period and is unable to work due to sickness is entitled for a maximum of six months leave which can be counted either consecutively or separately within a 12 month period. This leave is granted with full pay for the first month, half pay for the next two months and without pay for the remaining three months. An employee is required to notify his/her employer of his/her absence on the day following his/her absence and present a medical certificate from a recognized medical facility.
已服务至少三个月的管理人员有权享受半薪病假。然而，如果雇员在休病假前已为雇主服务满一年或以上，病假工资将在一个月后停止支付；在其他情况下，病假工资将在两周后停止支付。
A managerial employee with at least three months of service is entitled to sick leave with half pay. However, payment of wage will cease after one month if the employee has been under the service of the employer for one year or more before taking the leave and at the end of two weeks in all other cases.
3. 产假 Maternity Leave
非管理岗位的女性雇员有权享受带薪产假。这种产假包括用于医学检查的假期，并且根据医生的建议，可享受连续 30 个工作日的产前假，如果在此期间未分娩，还可享有额外假期。产后假为连续 90 个工作日。
A female non-managerial employee is entitled to maternity leave with pay. This leave includes leaves for medical examinations and upon recommendation of her physician, pre-natal leave for a period of 30 consecutive working days with additional leave if delivery does not occur within this period. A post-natal leave is granted for a period of 90 consecutive working days.
管理岗位的女性雇员产假限制为一个月且为半薪，这比非管理岗位女性雇员的产假福利明显要少。不过，管理岗位女性雇员的雇佣合同中可能包含与非管理岗位女性雇员相同的产假时长，或者提供更优厚的产假待遇。
Maternity leave for a female managerial employee is limited to one month with half pay, this is significantly less than the above stated entitlements provided for non-managerial employees. Yet, the employment contract of female managerial employees may include a maternity leave period similar to that of female non-managerial employees or provide a more favorable maternity leave entitlement.
4. 特殊假期 Special Leaves
《劳动公告》概述了适用于非管理人员特殊假期的具体规定。
The Labor Proclamation outlines specific rules governing special leaves for non-managerial employees.
第一类特殊假期与家庭事件相关，在结婚、家庭成员去世以及男性雇员休陪产假的情况下，给予三天的带薪假期。此外，在特殊且严重的事件发生时，雇员最多可获得五天的无薪假期。但在一个预算年度内，这种无薪假期只能批准两次。
The first category of special leave pertains to family events, granting a three days paid leave in the event of marriage, death of a family member and paternity leave for a male employee. Additionally, employees may be granted a maximum of five days leave without pay in case of exceptional and serious events. But this leave without pay can only be granted twice within one budget year.
第二类特殊假期是工会假期，当工会领导需要处理劳动争议案件、协商集体协议、参加工会会议以及参与研讨会或培训课程时适用。此类假期的给予方式由集体协议决定。
The second category of special leave, union leave, applies to leaders of trade unions when they are required to present cases in labor disputes, negotiate collective agreements, attend union meetings and participate in seminars or training courses. The manner of granting such leave can be determined by a collective agreement.
第三类也是非管理人员的最后一类特殊假期被称为特殊目的假期。当雇员需要出席劳动争议仲裁庭、行使投票权，或在司法或准司法机关履行证人义务时，可享受此类假期。雇员仅在为上述目的所花费的时间内享有带薪休假。
The third and the final category of special leave for non-managerial employees is termed as leave for special purposes. This leave is granted for employees who are required to appear before labor dispute tribunals and to exercise his/her voting rights or discharging an obligation as a witness before judicial or quasi-judicial organs. Employees are entitled to take such leaves with pay only for the time utilized for said purpose.
作者简介/About the Authors
梅赫特亚布・莱乌勒 Mehrteab Leul
梅赫特亚布是业内知名的资深法律专业人士，拥有近 30 年从业经验，核心专长领域为项目融资与公司事务。他曾协助众多客户在埃塞俄比亚推进基础设施项目，服务对象包括埃塞俄比亚政府、项目发起人及贷款人。
凭借为个人及企业客户提供多维度法律服务的能力，梅赫特亚布在业内广受认可。他擅长在交易事务与公司事务中为客户争取理想结果，加之在法庭上清晰有力的辩论表现，为其赢得了良好声誉。不仅如此，他在处理诉讼、合同纠纷、仲裁、不正当竞争、清算及劳动相关事务方面亦具备丰富经验。在法律市场中，梅赫特亚布的专业能力获得持续认可：2019 年至 2025 年期间，他一直入选《钱伯斯律师指南》（Chambers and Partners）榜单；2024 年，他还被《国际金融法律评论 1000 强》（IFLR1000）评为 “高度认可律师”（Highly Regarded Lawyer）。
Mehrteab Managing Partner of MLA is a renowned senior law professional with almost three decades of experience with core competence in Project Finance and Corporate matters. He has assisted multiple clients developing infrastructure projects in the country which includes the government of Ethiopia, Sponsors and Lenders, PPPs.
He is also widely recognized for his ability to deliver multi-dimensional legal services to both individual and corporate clients. His proficiency in securing successful outcomes in transactional and corporate matters, coupled with his articulate courtroom presence, has earned him a strong reputation. In addition, he has extensive experience in handling litigation, contractual disputes, arbitration, unfair competition, liquidation, and employment-related matters. He has gained consistent recognition in the legal market, having been ranked by Chambers and Partners Legal Directory from 2019 to 2025, and recognized as a Highly Regarded Lawyer by IFLR1000 in 2024.
格图・希费拉夫 Getu Shiferaw
格图现任 MLA 合伙人兼公司与金融业务部负责人。格图为外国及本土投资者就各类公司与金融事务提供法律咨询，其执业领域涵盖一般公司与商法，在并购、私募股权、金融市场监管、项目融资、主权债务及主权债务担保、酒店与休闲产业，以及外国直接投资等领域具备专业专长。
此前，他曾在沃莱塔索多大学（Wolaita Sodo University）担任法学讲师及法律服务部负责人，任期两年；同时，他还曾在亚的斯亚贝巴大学（Addis Ababa University）与阿德玛斯大学（Admas University）讲授法学课程。凭借在法律市场中始终如一的高质量服务，格图于 2024 年被《国际金融法律评论 1000 强》（IFLR1000）评为 “新锐合伙人”（Rising Star Partner）。此外，他还是国际律师协会（International Bar Association，简称 IBA）及埃塞俄比亚律师协会（Ethiopian Lawyers' Association，简称 ELA）的成员。
Getu is a Partner and Head of the Corporate & Finance Practice at MLA. He advises both foreign and domestic investors on a broad range of corporate and financial matters. His practice covers general corporate and commercial law, with expertise in mergers and acquisitions, private equity, financial market regulations, project finance, sovereign debt and sovereign debt guarantees, hospitality and leisure, as well as foreign direct investment.
He previously served as a lecturer of law and Head of Legal Services at Wolaita Sodo University for two years and has also taught law at Addis Ababa University and Admas University.In recognition of his consistently high-quality work in the legal market, he has been ranked by IFLR1000 as a Rising Star Partner for 2024. Getu is also a member of the International Bar Association (IBA) and the Ethiopian Lawyers' Association (ELA).
玛莎・贝莱特 Martha Belete
玛莎博士现任 MLA 公司业务组及资本市场部法律总监，拥有近 20 年的学术领域经验。她的专业领域包括国际贸易法、投资法、国内商法及非洲区域一体化相关法律。
她曾就商业与投资事务为知名国际机构提供法律咨询服务；此外，还为外国及本土企业、非营利组织以及外交界人士，就劳动法相关事务提供法律建议。目前，她同时担任亚的斯亚贝巴大学法学院（Addis Ababa University School of Law）法学助理教授。
Dr. Martha is a Legal Director in the Corporate Practice Group and Capital Markets, with nearly two decades of experience in academia. Her areas of specialization include International Trade Law, Investment Law, domestic commercial laws, and African regional integration.
She has provided legal advisory services to prominent international institutions on commercial and investment matters. Moreover, she advises foreign and local companies, not-for-profit organizations, and members of the diplomatic community on labor law related matters. She currently serves as an Assistant Professor of Law at Addis Ababa University School of Law.
赫利娜・阿萨姆纽 Helina Asamnew
赫利娜・阿萨姆纽现任 MLA 劳动与移民业务部律师（Associate）。她曾为众多外国及本土企业、非营利组织以及外交界人士提供法律咨询，咨询领域涵盖招聘、解雇、离职与离职补偿、薪酬、劳动争议、养老金、集体协议、内部调查，以及尽职调查流程（包括起草尽职调查报告）等事务。此外，她还就各类移民事务提供协助与法律建议，包括在埃塞俄比亚获取签证、工作许可及居留许可等相关事宜。
Helina Asamnew is an Associate in MLA's Employment and Immigration Practice. She has advised numerous foreign and local companies, not-for-profit organizations, and members of the diplomatic community on matters related to recruitment, termination, separation and settlement, compensation, employment disputes, pensions, collective agreements, internal investigations, and due diligence processes, including the preparation of due diligence reports. In addition, she has provided assistance and legal advice on a range of immigration matters, including the a cquisition of visas, work permits, and residence permits in Ethiopia.
陈静 Chen Jing
陈静毕业于中央民族大学法学院，取得法律硕士学位。专业领域为劳动法、社会保障法。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务，并协助合伙人处理多起劳动争议案件。
Chen Jing graduated from Minzu University of China with a Master of Laws (LL.M.). Her professional interests predominantly lie in labor law and social security law. She has provided specialized legal advisory and consultancy services to multiple large-scale central state-owned enterprises and listed companies. She has also assisted partners in handling multiple labor disputes.
