Employee benefitsin Liberia

Employers fund the Employment Injury Scheme through a 2% contribution on covered earnings. It provides approved medical treatment, temporary or permanent disability benefits, support for a permanently disabled person needing an attendant, and death and funeral benefits for eligible survivors. Employees do not fund this contribution.

Last Mile Health’s March 2024 Liberia package provides local health insurance for employees and up to four dependants, plus emergency insurance for selected treatment outside Liberia. A September 2026 Monrovia vacancy confirms employee and dependant healthcare cover. Eligibility and treatment limits follow the employer’s insurance policy.

Last Mile Health provides mental-health support through an employee resilience programme. Its September 2026 Liberia vacancy includes counselling and resilience services for employees and dependants facing personal difficulties.

Where the employer does not meet the Decent Work Act’s exemption for a comparable, registered and compliant public pension arrangement, the employer must pay a retirement pension. Eligibility is retirement at age 60 after at least 15 years of continuous service, or retirement at any age after 25 years. The pension is at least 40% of average monthly earnings over the final five employment years and is paid in equal monthly instalments for life.

The National Social Security and Welfare Corporation administers Liberia’s public pension insurance. Covered employees contribute 4% of insurable earnings and employers add 4%. The scheme provides retirement, invalidity and survivor protection; entitlement depends on contribution history and the applicable retirement age. Retirement requires leaving covered employment and meeting the prescribed age of 60 or 65. The contribution minimum is 100 months for people born before 1980 and 144 months for those born from 1980 onward. Benefit calculations use contribution history and insurable earnings; eligible foreign workers leaving Liberia permanently can apply for a refund of their own contributions.

Economic redundancy requires four weeks of severance pay for each completed service year, in addition to notice or pay in lieu. Employers must provide redundancy information and consult affected workers, their representatives and the labour ministry; information is normally due at least four weeks before termination.

Last Mile Health’s Liberia package includes a 3% employer-matched savings arrangement through a local banking institution, in addition to statutory pension contributions. A September 2026 Liberia vacancy also advertises retirement options with a 3% employer match. Matching depends on the employer plan’s contribution rules.

Paid annual leave grows with service: one working week in the first year, two in the second year, three at 36 months and four from 60 months. Count days using the employee’s normal working week, excluding weekly rest days and public holidays. Up to three years of entitlement can accumulate.

Leave is normally taken in one period; employers can allow two parts when entitlement exceeds one week, with one part lasting at least a week. Employers must give at least 14 days’ advance notice when leave lasts six days or more. Pay follows usual pay periods, except that leave of at least seven days must be paid before it starts. Ordinary earnings apply; variable-hours and non-time-rated workers use the preceding year’s average. Accrued untaken leave is paid on termination, including a proportionate amount for an incomplete service year. Employees covered by the Act’s child-employment provisions receive an additional working week.

Employees accrue 10 paid sick days for each year of continuous service at ordinary remuneration. Medical evidence is normally required, but up to three single days in 12 months can be taken without proof of illness. Unused sick leave accumulates; it is not ordinarily paid out on departure.

Employees receive up to five paid days per service year after the death of an immediate-family member. This separate entitlement does not accumulate and unused days are not paid out when employment ends. Immediate family includes children, a spouse or cohabiting partner, parents, grandparents and siblings, including the specified adoptive relationships.

Employees receive five paid days each service year to care for immediate family affected by illness, injury or an unexpected emergency. Give as much notice as possible; medical certification can be requested. The allowance is additional to other leave, does not accumulate and is not paid out on departure. Immediate family includes children, a spouse or cohabiting partner, parents, grandparents and siblings, including the specified adoptive relationships.

Last Mile Health’s March 2024 Liberia package gives 24 annual-leave days, with roughly one week of office closure at year end. This is an employer policy for its Liberia staff and can exceed statutory leave at relevant service levels; the organisation’s 2026 vacancy continues to advertise paid leave and year-end closure.

Last Mile Health’s March 2024 Liberia package provides 12 paid sick-leave days, exceeding the 10-day statutory annual accrual. Eligible staff receive this additional leave under the employer’s policy.

Last Mile Health’s March 2024 Liberia package provides cash assistance on the death of a close family member, with up to three payments per year. This financial support is separate from statutory paid bereavement leave.

Birth mothers receive at least 14 weeks’ employer-paid maternity leave, including at least six weeks after birth. Pay equals ordinary hours remuneration. A medically certified pregnancy or delivery complication can add up to one month of unpaid leave. A requested medical certificate confirms expected and actual delivery dates.

Employed fathers receive five unpaid days after the birth, normally within the first month. The leave cannot precede childbirth. A father with more than one wife must identify the wife whose child’s birth qualifies for this entitlement.

A breastfeeding employee returning after childbirth receives two paid 30-minute breaks or a 60-minute reduction in daily work until the child is six months old. This time counts as paid work in addition to other rest breaks.

Last Mile Health’s March 2024 Liberia package gives eligible fathers two weeks of paid paternal leave. This employer policy adds pay and time beyond the statutory five unpaid days.

Last Mile Health’s March 2024 Liberia package includes an annual school-fee benefit for eligible employees. Separately, Liberty Investment’s 2026–2029 collective agreement provides covered workers an education allowance equal to 5% of monthly salary.

Employees covered by the Decent Work Act receive paid public holidays. Work on a public holiday attracts twice normal pay; a written agreement can substitute extra paid time away. An employee can refuse an unreasonable request to work, taking business needs, notice and personal circumstances into account.

Last Mile Health’s March 2024 Liberia package includes a variable year-end bonus paid in December. The amount is discretionary under the employer’s policy and is separate from ordinary base salary.

Liberty Investment’s 2026–2029 collective agreement provides covered workers 5% of monthly salary for commuting. Last Mile Health’s March 2024 Liberia policy separately provides a fixed monthly transport benefit. Eligibility and payment follow the respective employer arrangements.

Last Mile Health’s March 2024 Liberia package includes phone and data or internet support matched to the role and location. Eligible staff receive this support toward their work communication costs.

Last Mile Health’s September 2026 Liberia vacancy offers access to technical and leadership development opportunities. Eligible employees can build professional skills through the employer’s career-development support.

Employment may be oral or written and fixed-term, indefinite or task-based. Required particulars include the parties, job, duration, notice, remuneration and payment frequency, family welfare arrangements and relevant repatriation terms. Oral contracts require a written statement or an appropriate workplace notice; employers retain records for five years after employment ends.

An employment contract must state how wages are calculated and paid, including payment frequency. Pay periods cannot exceed one month. Monthly payroll is an established administration pattern; workers paid at shorter intervals follow their agreed lawful schedule. Cash is the default; payment by cheque, order or bank deposit requires the employee’s written agreement. Every payment must include a written statement showing gross pay, deductions with reasons and amounts, and net pay.

The Decent Work Act sets formal-sector minimum pay at US$0.68 an hour or US$5.50 a day. Domestic and casual employees have separate rates of US$0.43 an hour or US$3.50 a day. A later gazetted minimum-wage order or applicable collective agreement can set the governing rate.

Ordinary work is limited to eight hours a day or 48 a week. Overtime normally adds at least 50% to the ordinary rate, with up to five overtime hours weekly outside permitted averaging or emergency arrangements. A written agreement can provide paid time instead. Employees receive a paid one-hour meal break after more than five continuous hours, 12 hours’ daily rest and 36 hours’ weekly rest.

An employment contract can require probation of no more than three months. The contract should specify its duration and terms.

After probation, written termination notice follows service: one week below three months, two above three and below six months, three above six months and below one year, and four above one year. Pay in lieu equals earnings for that notice period. Indefinite employment requires just cause and a fair internal process; serious misconduct can justify termination without notice.

For employees covered by both social insurance schemes, employers add 6% of monthly insurable earnings: 4% for pensions and 2% for work injury. A separate 4% employee pension deduction brings the combined remittance to 10%. The employer contribution cannot be charged to the employee.

Annual employment income includes cash and noncash benefits. Liberian-dollar tax bands are 0% through 70,000; 5% on the next 130,000; LRD 6,500 plus 15% of income over 200,000 through 800,000; and LRD 96,500 plus 25% of income above 800,000. The annual exemption for aggregate noncash benefits is LRD 100,000.