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》节选内容下半部分，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 B. 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、外籍劳动者 Foreign Workers
在埃塞俄比亚，非本国公民的外籍人士在特定法律条件下可以受雇。外籍人士若要在埃塞俄比亚工作，需获得工作许可。
In Ethiopia, foreign nationals who are not citizens of the country can be employed under specific legal conditions. To work in Ethiopia, foreign nationals are required to obtain a work permit.
工作许可的发放由两个主要的政府机构负责监管：埃塞俄比亚投资委员会（EIC）和劳动与技能部（MOLS）。这些政府机构各自制定了发放工作许可的相关规定。
The issuance of work permit is regulated by two key government institutions: the Ethiopian Investment Commission (EIC) and the Ministry of Labor and Skills (MOLS). Each of these government institutions has established its own regulations for granting work permits.
劳动与技能部发布了第 44/2013 号指令，其中概述了向外籍人士发放工作许可的条件。同时，埃塞俄比亚投资委员会颁布了第 772/2021 号指令，该指令对在投资项目中工作的外籍人士的工作许可发放进行管理，并确保外籍人士向埃塞俄比亚工人传授知识和技能。
MOLS has issued Directive 44/2013, which outlines the conditions for granting work permits to foreign nationals. Meanwhile, the EIC has enacted Directive Number 772/2021, which governs the issuance of work permits for expatriates working in investments and ensures the transfer of knowledge and skills from expatriates to Ethiopian workers.
埃塞俄比亚投资委员会对在其管辖范围内的投资项目中工作的外籍劳动者进行管理，这些投资项目包括以下类型：1） 外商独资投资；2） 国内外投资者的联合投资；3） 非埃塞俄比亚裔但根据相关公告被视为国内投资者的外籍人士所进行的投资；4） 国内投资者在符合激励条件的领域所进行的投资。其雇佣情况不属于上述投资项目的外籍人士由劳动与技能部进行管理。
The EIC regulates expat employees working in investments that fall under its mandate, which include the following types of investments: 1) Wholly foreign owned investments; 2) Joint investment between domestic and foreign investors; 3) Investments made by foreign nationals, who are not of Ethiopian origin but are treated as domestic investors under the Proclamation; and 4) Investments made by domestic investors in areas eligible for incentives. Expats whose employment do not fall under these investments are regulated by the MOLS.
用人单位可以无限制地雇佣外籍人士担任高层管理（行政）职位。然而，雇佣外籍劳动者担任其他所有职位的权利受到以下条件的限制。
An employer can employ expats for top management (executive) positions without any restriction. However, the right to employ expats for all other positions is limited by the following conditions.
要获得工作许可，所申请的职位必须需要当地劳动力市场无法提供的专业技能或专长。用人单位必须提供证据，证明没有符合条件的当地候选人具备该职位所需的资格或经验。外籍人士的技能和专长可以通过教育证书和工作经验证明来展示。
To obtain a work permit, the position being applied for must require specialized skills or expertise that are not available within the local labor market. The employer must provide evidence that no qualified local candidates meet the necessary qualifications or experience for the role. The skills and expertise of the foreign national may be demonstrated through educational certificates and work experience letters.
工作许可最初的有效期为一年。在此期间，外籍劳动者应通过技能转移计划将其技能和知识传授给当地的替代雇员。如果外籍劳动者的技能和专长尚未完全传授给当地劳动者，工作许可最多可续签三次。不过，工作许可的总期限不得超过三年。
Work permits are initially issued for one year. During this period, the expat employee is expected to transfer his/her skills and knowledge to a local replacement Ethiopian employee through a skills transfer plan. The work permit may be renewed up to three times, provided the expat's skills and expertise have not been fully transferred to the local employee. However, the total duration of the work permit cannot exceed three years.
对外籍劳动者的雇佣设有配额，比例为 1:10。这意味着每雇佣一名非管理职位的外籍劳动者，必须至少雇佣 10 名当地劳动者。用人单位在雇佣外籍劳动者并申请工作许可时必须遵守这一配额规定。
There is a quota on the employment of expats, set at a 1:10 ratio. This means that for every non-managerial expat employee hired, there must be at least 10 local employees. Employers must adhere to this quota when hiring an expat and obtaining a work permit.
三、劳动关系的解除 Termination of Employment
（一）解除劳动关系的理由 Grounds for Termination
埃塞俄比亚劳动法对雇佣合同的解除/终止进行了广泛规定，列举了合法解除/终止的范围。本质上不属于所列举的合法解除理由的解除行为将自动被归类为违法解除。通过这种方式，埃塞俄比亚劳动法旨在保护雇员免受雇主的任意行为影响。
Termination of employment contract is extensively regulated under Ethiopian labor law enumerating the scope of lawful termination. Termination that are no in essence within the enumerated grounds of termination as lawful will automatically be categorized as unlawful termination. In doing so, the Ethiopian labor law seeks to protect employees from arbitrary act of employers.
1. 管理人员雇佣关系的解除 Termination of Managerial Employees
管理人员雇佣关系的解除由《民法典》进行规范。因此，对于无固定期限的雇佣合同，任何一方均可提前七天发出通知来解除/终止合同。这七天从下一次应发工资日起计算。如果雇主无正当理由解除/终止对管理人员的雇佣，虽无义务恢复该管理人员的职位，但有义务支付赔偿金。《民法典》提供了一些指导性的参数原则，以阐明构成 “正当理由” 的情形。正当理由包括：
The termination of managerial employees is governed by the Civil Code. Accordingly, in cases of contract of employment for indefinite period, either party may terminate the contract by giving notice of seven days. The seven days is to be counted from the date on which next salary falls due. If the employer terminates a managerial employee without good cause, it will be obliged to pay compensation although not obliged to reinstate the managerial employee. The Civil Code provides some guiding parametric principles to shed light on what constitutes "Good Cause". Good cause is:
考虑到工作性质，固定期限的合同无法续签，或者管理人员的职位被撤销。Having regard to the nature of work, the contract for fixed period cannot be extended or the managerial employee's post is abolished.
管理人员未表现出必要的能力、工作效率、可靠性或敬业精神。The managerial employee does not show the requisite competence, speed, reliability or conscientiousness.
雇员所担任的职位出于善意被撤销。The position filled by the employee is abolished in good faith.
与《劳动公告》不同，《民法典》规定的解除劳动关系的理由表述宽泛，未能为管理人员提供实质性的保护。即使无正当理由解雇劳动者，也仅引发支付赔偿金的责任，而不会导致劳动者复职。非法解除劳动关系的赔偿金由法院根据管理人员的服务性质和时长以及用人单位的财务状况来确定。
As opposed to the Labor Proclamation, the Civil Code's ground of termination is broadly formulated and does not afford meaningful protection for managerial employees. Even terminating an employee without having any good cause just triggers a liability of paying compensation and does not result in the reinstatement of the employee. The compensation for unlawful termination is to be fixed by court taking into account the nature and duration of the managerial employee's service and the financial position of the employer.
2. 非管理人员雇佣关系的解除 Termination of Non-Managerial Employees
与《民法典》形成鲜明对比的是，《劳动公告》详尽地规定了解除非管理人员劳动关系的理由。《民法典》中允许任何一方仅通过发出通知即可解除合同的规定不再适用，这主要是因为用人单位与非管理人员之间的谈判能力不平衡。因此，限制用人单位在解除劳动关系方面的自由裁量权，有助于保护劳动者免受因突然失业而导致的生计不稳定的影响。此外，劳动者突然决定解除劳动合同也会给用人单位带来不便，这就是法律要求辞职的劳动者需提前一个月通知用人单位的原因。
In sharp contrast to the Civil Code, the Labor Proclamation is quite exhaustive in providing the grounds for terminating non-managerial employees. The rules from the Civil Code that allows either parties to terminate the contract by simply giving notice are no longer retained, mainly due to the unbalanced bargaining power between the employer and non-managerial employees. Therefore, the decision to limit the employer's discretion in terminating employees is instrumental in safeguarding employees from livelihood insecurity that may result from sudden unemployment. Additionally, the sudden decision of an employee to terminate its employment contract will also pose inconvenience for an employer, which is why the law obliges a resigning employee to give a prior one month notice to the employer.
以下是非管理人员劳动合同可能解除的四种情形：
Below are four manners in which the employment contract of non-managerial employees could be terminated.
因法律规定而解除；By operation of the law;
经用人单位与劳动者协商一致而解除；By agreement of employer and employee;
由用人单位发起解除；By the initiation of the employer;
由劳动者发起解除。By the initiation of the employee.
（二）离职补偿金 Severance
根据《劳动公告》，离职补偿金是一项基于法定理由的应享权益。只有因法律认可的、符合获得离职补偿金条件的理由而解除劳动关系的劳动者，才有权获得离职补偿金。
Under the Labor Proclamation, severance payment is a ground based entitlement. Only employees whose termination is based on legally recognized grounds that qualify for severance will be entitled to receive such payment.
符合以下理由之一而解除劳动关系的劳动者有权获得离职补偿金：
An employee will be entitled to severance pay if his/her termination falls under one of the following grounds:
因用人单位破产或其他原因导致用人单位永久性停止经营，从而解除劳动合同；His/her contract of employment is terminated because of permanent cessation of operation of the employer due to bankruptcy or for any other cause;
用人单位违反法律规定发起解除劳动合同；His/her contract of employment is terminated by the initiation of the employer in violation of the law;
劳动者依法依规被裁员；He/she is reduced as per the conditions prescribed by law;
劳动者因用人单位或管理人员的性骚扰或性暴力行为而辞职；或者劳动者因同事实施此类行为并已向用人单位报告，但用人单位未及时采取适当措施而辞职；Where the worker resigned due to sexual harassment or sexual violence by the employer or managerial employee; or where such act was committed by a coworker and the incident was reported to the employer but the latter failed to take appropriate measure in due time;
劳动者因用人单位的虐待行为影响其人格尊严或士气，或构成《刑法》规定的犯罪行为而解除劳动合同；He/she has terminated his contract of employment because of the employer's maltreatment affecting his/her human dignity or morale or constituting a criminal offence under the Criminal Code;
劳动者因用人单位在被告知其安全或健康受到威胁后未采取措施而辞职；He/she has resigned due to failure of the employer to take measures despite being informed of a threat to his/her safety or health;
经医学委员会证明，劳动者因部分或完全残疾而解除劳动合同；His/her contract of employment is terminated because of his/her partial or total disability as certified by medical board;
劳动者为用人单位服务至少五年，因生病或死亡而解除劳动合同，或者劳动者主动解除劳动合同，但不存在与培训相关的、需为用人单位提供服务的合同义务；Where he/she has given service to the employer for a minimum of five years' service and his/her contract of employment is terminated because of sickness or death or his/her contract of employment is terminated on his/her own initiative provided that he/she has no contractual obligation relating to training to render service to the employer; and
劳动者因感染艾滋病毒 / 艾滋病而主动解除劳动合同。His/her contract of employment is terminated on his/her own initiative because of HIV/AIDS.
即使存在上述理由，劳动者若要获得离职补偿金，必须已完成试用期，并且在劳动关系解除时无权立即领取养老金。
Even with the above grounds, to be entitled to severance payment, the employee must have completed his/her probation period and must not be eligible to receive pension payment immediately on the termination of the employment relationship.
离职补偿金的计算取决于服务年限，且在任何情况下，离职补偿金总额不得超过劳动者十二个月的工资。计算方式如下：
The calculation of severance is dependent on years of service and in any case, the total amount shall not exceed twelve months' wage of the worker. It is calculated as follows:
服务第一年，离职补偿金为劳动者最后一周平均日工资的 30 倍；For the first year of service, thirty (30) times the average daily wages of the last week of service;
服务年限超过一年的，第一年的离职补偿金增加三分之一；For a period of service more than a year, the severance for the first year of service shall be increased by one third;
若服务年限不足一年，离职补偿金将按服务期限的比例计算。If the year of service is less than one year, severance payment will be calculated in proportion to the period of service.
除了上述常规的离职补偿金外，还有三种解除劳动关系的情况可使劳动者获得额外的经济补偿：
Apart from the above regular severance payment, an additional monetary entitlement may arise from three grounds of termination.
如果劳动者因用人单位永久性停止经营而解除劳动关系，或因裁员而受到影响，除离职补偿金外，还应支付相当于劳动者最后一周平均日工资 60 倍的金额；If the employee is terminated on account of permanent cessation of the employer's undertaking or is affected by reduction of work force, he/she shall be paid, in addition to severance, an amount equal to sixty times the employee's average daily wage of the last week of service;
如果劳动者是用人单位或管理人员性骚扰的受害者，除离职补偿金外，还应支付相当于其日工资 90 倍的金额；If the employee was a victim of sexual harassment by the employer or a managerial employee, he/she shall paid ninety times of his/her daily wage in addition to severance;
如果劳动者因用人单位的行为侵犯其人格尊严，或因用人单位的疏忽导致其健康受到威胁，或用人单位多次忽视对劳动者应尽的义务，劳动者将获得相当于其最后一周日工资 30 倍的补偿。If the employee was a victim of any act by the employer that is contrary to human dignity or the employee's health is threatened because of the employer's negligence, or the employer has repeatedly neglected his/her duties towards the employee, the employee will be paid thirty times his/her daily wages of the last week of service.
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.
