来源：安理律师
发布日期：2025年11月18日
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前 言
随着全球化深入发展，企业在多国拓展业务时，跨境劳动合规已成为最复杂严峻的挑战之一。为帮助企业系统应对这一难题，我们携手全球50余个主要司法管辖区的顶尖劳动法律师（均获钱伯斯、Legal 500或同等机构推荐），共同编撰了超过100万字的中英文劳动用工合规指南，将持续更新相关要点。
With the deepening of globalization, when enterprises expand their business in multiple countries, cross-border labor compliance has become one of the most complex and severe challenges. To help enterprises systematically address this issue, we have collaborated with top labor lawyers from over 50 major jurisdictions worldwide (all recommended by Chambers, Legal 500, or equivalent institutions) to jointly compile a Chinese-English labor & employment compliance guide exceeding 1 million words, and we will continuously update relevant key points.
本文刊载了 埃塞俄比亚 劳动用工合规要点。
This article publishes the key points of labor & employment compliance in Ethiopia .
01
劳动法体系概述
Overview of the Labor Law System
1.法律体系 Legal System
埃塞俄比亚主要实行大陆法系法律制度。
Ethiopia follows predominantly a civil law legal system.
2.资源与机构 Resources and Agencies
私营部门工人的雇佣主要受《劳动公告第1156/2019号》（以下简称“劳动公告”）的规范，其适用于非管理类雇员；而《1960年民法典》（以下简称“民法典”）则适用于管理类雇员。
The employment of private sector workers is primarily regulated 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.
负责执行埃塞俄比亚劳动法律的政府机构是劳动与技能部（MOLS）。在因劳动关系引发法律争议的情况下，联邦及地区初审法院的劳动审判庭也在劳动法的执行中发挥作用。
The government organ responsible for enforcing labor laws in Ethiopia is the Ministry of Labor and Skills (the “MOLS”). In cases of legal disputes arising from labor relations, the Labor Divisions of the Federal and Regional First Instance Courts also play a role in the enforcement of labor laws.
02
雇佣资格与用工分类
Employment Qualifications and Classification
1.就业年龄 Employment Age
埃塞俄比亚雇员的最低年龄为15岁。禁止雇佣低于该最低年龄要求的人员。然而，未满18岁的年轻工人的工作条件有所不同。雇员的退休年龄为60岁。
The minimum age of employees in Ethiopia is 15 years old and it is prohibited to hire someone younger than the minimum age requirement. However, the working conditions of young workers (those who have not attained 18 years) is different. The retirement age of employees is 60 years old.
2.就业资格条件 Qualifications for Employment
外国企业即使在埃塞俄比亚没有常设机构，也被允许在当地雇佣。
Foreign businesses are allowed to hire locally even if they do not have a permanent establishment in Ethiopia.
3.劳动关系的分类 Classification of Employment
在埃塞俄比亚，雇员会根据其工作描述、雇佣期限及所提供服务的性质被划分为不同类别。基本分类如下：
In Ethiopia, employees are classified into different categories based on job description, duration of engagement, and the nature of the service provided. The basic classifications are as follows:
• 埃塞俄比亚法律根据工作描述区分管理类与非管理类雇员。
Ethiopian law distinguishes between managerial and non-managerial employees based on job description.
• 劳动合同可以订立为固定或无固定期限。
Employment contracts may be concluded for either a definite or an indefinite period.
• 并非所有服务提供者都被归类为雇员。有些个人可能根据服务协议以独立承包人的身份工作。
Not all service providers are classified as employees. Some individuals may work as independent contractors under a service agreement.
• 在埃塞俄比亚，“名义雇主”（EOR）的概念被纳入私人就业中介的框架中。
In Ethiopia, the concept of Employer of Record (EOR) is recognized within the framework of Private Employment Agencies.
4.外国劳动者 Foreign Workers
在埃塞俄比亚，雇主被允许雇佣外国劳动者，但须遵守严格的法律和监管要求。其中一项主要条件是，雇主必须证明该职位无法由埃塞俄比亚公民胜任。此外，对雇佣外国劳动者还有配额限制。
In Ethiopia, employers are permitted to hire foreign workers. However, this is subject to strict legal and regulatory requirements. One of the primary conditions is that the employer must demonstrate that the position cannot be filled by an Ethiopian national. There is also a quota for employing foreign workers.
外国雇员享有与埃塞俄比亚劳动者相同的权利，但不包括养老金福利。
Foreign workers are entitled to the same rights as Ethiopian workers, with the exception of pension benefits.
03
招聘与劳动合同
Recruitment and Employment Contracts
1.背景调查 Background Examination
埃塞俄比亚法律对于求职者的背景调查并无相关规定。
Ethiopian law is silent in respect of background checks on applicants.
2.合同类型 Contract Types
劳动合同可以签订为固定或无固定期限。
Employment contracts may be concluded for either a definite or an indefinite period.
法律并未强制要求劳动合同必须以书面形式订立，合同可采用任何形式。然而，如果合同为非书面形式且涉及非管理类雇员，雇主必须在协议达成后的15天内向其提供雇佣函。
The law does not require for employment contract to be made in writing, it can be made in any form. However, if the agreement is not in writing and involves a non-managerial employee, the employer is required to provide a letter of employment within 15 days of the agreement.
3.试用期 Probationary Period
对于非管理类雇员，试用期最长为60个工作日，且试用期的约定必须以书面形式作出。在试用期内，如经证明雇员不适任该岗位，雇主可在无需提前通知、不支付经济补偿金或任何补偿的情况下解除劳动合同。
For non-managerial employee, the maximum period of probation is 60 working days, and the agreement on probation period should be made in writing. During probation, the employer can terminate the employment contract without any notice, severance payment or compensation if the employee is proven to be unfit for the post.
对于管理类雇员，《民法典》规定雇主可在试用基础上雇佣雇员，并将其视为无固定期限雇员。在试用期间，任一方均可在无需提前通知或支付补偿的情况下解除合同。
For managerial employees, the Civil Code states that employees may be engaged on a trial basis and considers the employee engaged on trial as having been employed for an indefinite period. During the trial period, either party may terminate the contract without being required to give notice or to pay compensation.
04
工作标准
Working Standards
1.薪酬与法定福利 Remuneration and Statutory Benefits
一般而言，埃塞俄比亚的工资以现金形式支付，除非雇主与雇员另有约定。
In general, wages in Ethiopia are paid in cash unless the employer and employee agree otherwise.
目前，埃塞俄比亚劳动法没有规定法定最低工资。因此，工资水平主要通过个人协商确定，雇主可自行制定工资等级。
Currently, Ethiopian labor law does not set a statutory minimum wage. Therefore, wage levels are generally determined through individual agreements, and employers can freely introduce salary scales.
2.社会保障与雇佣税费 Social Security and Employment Taxes
目前，在埃塞俄比亚，唯一具有法定性质的社会保障福利是退休养老金，由雇主与雇员共同定期缴纳保费。
Currently, in Ethiopia, the only statutory social security benefit is the retirement pension. This is a contributory scheme in which both employers and employees make regular contributions.
3.工时 Working Hours
对于非管理类雇员，正常工作时间不得超过每日8小时或每周48小时。
For non-managerial employees, normal working hours cannot exceed eight hours per day or 48 hours per week.
超出上述工作时间的劳动被视为加班。每日加班时间不得超过4小时，每周不得超过12小时。
Work done in excess of the aforementioned hours is considered as overtime work. Overtime work shall not exceed four hours in a day and twelve hours in a week.
4.休息与休假 Rest and Leave
在埃塞俄比亚，雇员享有多种类型的休假权利，包括以下几类：
In Ethiopia, employees are entitled to various types of leave, including the following:
• 每周休息日
Weekly Rest Day
• 公共假期
Public Holiday
• 年假
Annual Leave
• 特别休假
Special Leaves
• 病假
Sick Leave
• 产假
Maternity Leave
05
职业健康与特殊保护
Occupational Health and Special Protection
1.职业健康与安全 Occupational Health and Security
雇主有义务实施必要的职业安全与健康措施，以保障雇员的安全与福祉，包括提供必要的防护设备并建立相应的基础设施，以确保安全的工作环境，防止职业事故和疾病。
Employers are obligated to implement necessary occupational safety and health measures to protect the safety and well-being of their employees. This includes providing essential equipment and installing the required infrastructure to ensure a safe working environment and to prevent occupational accidents and diseases.
因工受伤的雇员有权获得以下补偿：
An employee who has sustained an employment injury shall be entitled to the following payments:
• 定期补偿
Periodical Payment
• 伤残津贴（养老金）或酬金
Disabled Payments (Pension) or gratuity
• 受抚养人补偿
Dependents’ Benefit
2.特殊保护 Special Protection
法律对特定群体的雇员提供了特殊保护与平权措施，包括残障人士、女性及青年工人。
The law provides specific protections and affirmative actions for certain groups of employees, including persons with disabilities, women, and young workers.
• 残障雇员
Employees with Disabilities
• 女性雇员
Women Employees
• 青年工人（15至17岁）
Young Workers (Ages 15-17)
06
个人信息与隐私
Personal Information and Privacy
1.一般规定 General Rules
目前并无专门针对雇员隐私或人事数据的法规。然而，《数据保护公告》第1321/2024号适用于所有处理个人数据的组织，包括雇主。
There are no specific regulations exclusively addressing employee privacy or personnel data. However, the Data Protection Proclamation No. 1321/2024 applies to all organizations, including employers, that process personal data.
2.跨境数据传输 Transnational Transfer
跨境传输个人数据须事先获得埃塞俄比亚通信管理局的批准。
Cross-border data transfer of personal data requires prior approval from the Ethiopian Communications Authority.
07
反歧视与反骚扰
Anti-Discrimination and Anti-Harassment
1.一般规定 General Rules
埃塞俄比亚劳动法禁止基于性别、国籍、宗教、政治观点、残障、HIV/AIDS状况或其他任何理由的工作场所歧视。
Ethiopian labor law prohibits workplace discrimination based on gender, nationality, religion, political opinion, disability, HIV/AIDS status, or any other ground.
性骚扰与性暴力在工作场所中被严格禁止。首先，它们属于刑事犯罪行为，根据《埃塞俄比亚刑法典》（2004年）实施性骚扰或性暴力的行为人将承担刑事责任。此外，《劳动公告》在雇佣背景下明确禁止在工作场所发生性骚扰或性侵犯。
Sexual harassment and sexual violence at a workplace are prohibited acts. At first, they are criminal acts, there is a criminal liability that the perpetrators of sexual harassment or violence face under the Ethiopian Criminal Code (2004). Further, the Labor Proclamation prohibits sexual harassment or sexual assault at workplace in the context of employment.
2.保护特征 Protective Characters
歧视是指基于民族、种族、肤色、性别、宗教、政治观点、族裔、社会出身、HIV/AIDS状况、残障等因素而作出的任何区别、排斥或优待，这种行为导致或可能导致在就业或职业中机会或待遇平等的丧失或受损。
Discrimination is any distinction, exclusion or preference made on the basis of nation, race, color, sex, religion, political opinion, national extraction, social origin, HIV/AIDS status, disablement and others which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation.
08
内部政策
Internal Policies
1.适用性 Applicability
通过内部政策来管理雇员是一种普遍做法，此类内部政策适用于由雇主雇佣的雇员。
It is a common practice to manage workers through internal policies and the internal policy applies on the workers employed by the employer.
2.有效性 Validity
雇主可以自行制定内部工作规则或内部政策，无需经雇员、工会、主管机关或其他第三方的正式批准，但前提是这些规则不得设定低于法律所保障标准的不利工作条件。
An employer may adopt internal work rules/internal policies without requiring formal approval from workers, trade unions, authorities, or other third parties, provided that these rules do not establish working conditions less favourable than those guaranteed by law.
09
交易
Transactions
1.劳动关系 Employment Relationship
在合并与收购、股权或资产转让后，雇员的劳动合同应继续履行。根据埃塞俄比亚法律，任何形式的合并、分立或所有权转移均不得导致劳动合同的终止或变更。
Employees’ employment contract shall be continuously performed after a merger and acquisition, equity or asset transfer because under Ethiopian law any amalgamation, division or transfer of ownership does not have an effect of terminating or modifying the contract of employment.
2.补偿与待遇Compensation
由于劳动合同不受影响，雇员无权因并购或股权/资产转让而获得任何补偿。
As the employment contracts will not be affected, employees will not be entitled to compensation due to M&A or equity/asset transfer.
10
雇佣关系的终止
Termination of Employment
1.解除理由 Termination Grounds
根据埃塞俄比亚劳动法，雇主只能基于法律认可的理由解除雇员劳动合同。解雇必须以雇员的行为、履行工作能力相关情况，或雇主的组织及经营需要为依据。
Under the Ethiopian labor law, an employer can only dismiss an employee for a legally recognized cause. Termination must be based on the worker’s conduct, circumstances related to the ability to perform the job, or organizational or operational requirements of the employer.
2.解雇程序 Termination Procedure
根据埃塞俄比亚劳动法，雇主在解除劳动合同时是否需要提前通知取决于解雇事由。当解雇原因属于法律规定需提前通知的情形时，雇主应当提前发出通知。
Under Ethiopian labor law, the obligation to give notice for termination of the contract of employment by the employer depends on the ground for the termination. When the cause of the termination falls within those stipulated under the law requiring prior notice, the obligation to give prior notice arise.
对于管理类雇员，雇主可通过提前通知终止定期或不定期劳动合同。
For managerial employees, an employer may terminate a managerial employee with either a definite or indefinite period contract by providing advance notice.
对于非管理类雇员，通知期限视工龄而定，除涉及裁员情形（统一为两个月通知期而无论工龄长短）外。
For non-managerial employees, the duration for the notice period depends on the years of service of the worker except in the case of reduction of workforce, where a standard notice period of two months applies regardless of service length.
埃塞俄比亚法律不要求解雇前获得政府批准。但若属于裁员，则须提前通知劳动与技能部。
Under Ethiopian labor law, there are no requirement of obtaining prior approval before terminating the contract of employment. However, there is an obligation to give notice to the Ministry of Labor and Skills before effecting layoff when the termination is considered as a reduction of workforce.
3.解雇保护 Termination Protection
如前所述，埃塞俄比亚劳动法通过严格限定解雇理由来保护雇员免遭任意解雇，同时允许在集体协议中规定额外的违纪行为作为终止劳动合同的补充事由。
As previously discussed, the Ethiopian labor law protects employees from dismissal by providing stringent grounds based on which the employer can terminate the contract of employment while also leaving room to stipulate additional violations serving as grounds for termination in the collective agreement.
此外，法律对怀孕女雇员提供特别保护。
The Ethiopian labor law also affords protection to pregnant employees during her pregnancy.
同时，法律在涉及裁员时也对雇员提供保障，要求雇主在实施人员削减前遵循详细程序并履行特定步骤。
Additionally, the law protects employees during workforce reductions by outlining a detailed process and specific steps that employers must follow before carrying out any reductions.
4.离职补偿与赔偿 Severance and Compensation
非管理类雇员在不符合领取养老金条件且已完成试用期的情况下，如其劳动合同因以下原因被解除，即有权获得经济补偿金：
A non-managerial employee who is not eligible for pension and has completed his/her probation period is entitled to receive severance when the contract of employment is terminated due to:
• 雇主永久停止经营；
Permanent cessation of operation of the employer;
• 雇主非法解除劳动合同；
Unlawful termination by the employer;
• 根据裁员程序被裁减；
Reduced as per reduction of workforce;
• 因雇主、管理层或同事实施性骚扰或性暴力而辞职，且经报告后雇主未及时采取适当措施；
Resignation due to sexual harassment/violence by the employer, managerial employee or co-worker but when reported to the employer he/she did not take appropriate measure in due time;
• 因雇主虐待行为损害其人格尊严或道德，或构成刑事犯罪，或雇主在被告知存在安全或健康威胁后仍未采取措施而辞职；
Resignation due to the employer’s maltreatment affecting his/her human dignity or moral or constituting a criminal offence or failure of the employer to take measures despite being informed of threat to his safety or health;
• 经医疗委员会认定部分或完全丧失劳动能力；
Partial or total disablement as certified by medical board;
• 患病或死亡且服务满五年，由雇员主动提出但无须履行培训服务义务；
Due to sickness or death when he has over five years of service upon his imitative but when he has no contractual obligation to render training service;
• 因HIV/AIDS而辞职。
Resignation due to HIV/AIDS.
5.不当解雇 Wrongful Termination
当雇主在没有正当理由的情况下解雇雇员，或未遵循合法程序时，即构成违法解雇。在此情况下，雇主应承担相应法律责任，并可能面临赔偿、复职及行政罚款等处罚。
Wrongful termination occurs when an employer dismisses an employee without valid grounds or fails to follow proper procedures. In such cases, the employer is liable and may face penalties including compensation, reinstatement, and administrative fines.
6.大规模解雇与裁员 Mass termination and Layoffs
埃塞俄比亚劳动法对裁员情形设有特别规定。劳动合同解除构成裁员的门槛是：当解除劳动合同涉及的雇员人数达到雇佣总人数的10%，或者当雇员总数在20至50人之间时，在不少于10天的连续期限内至少解除5名雇员的劳动合同。
There is a special provision applicable for workforce reduction. The threshold for termination of employment contract to constitute a reduction of workforce is when the termination affects 10 percent of the number of workers employed or when the number of employees is between twenty and fifty, termination of at least five employees over a continuous period of not less than 10 days.
11
保密、竞业限制和禁止招揽
Confidentiality, Non-Compete, and Non-Solicitation
1.保密 Confidentiality
与雇员签署保密协议是一种常见做法，但并非法定强制要求。
It is a common practice but not mandatory to sign a confidentiality with workers.
2.竞业限制和禁止招揽 Non-Compete and Non-Solicitation
目前没有具体法规对竞业限制或禁止招揽条款作出详细规定。然而，此类条款仍可被纳入劳动合同中。
There are no detailed regulations governing non-compete or non-solicitation clauses. However, such clauses may still be included in an employment contract.
12
员工代表与工会
Work Representation and Trade Unions
1.员工代表 Work Representation
根据《劳动公告》，当企业内有10名或以上雇员时，雇员有权成立工会。一旦工会成立，雇员即可通过工会获得代表。
The Labor Proclamation permits employees to establish a labor union within an organization where there are ten or more workers. Once a labor union is formed, employees are represented through the union.
工会的主要职责是维护会员的权利和利益。这包括在有权机关前代表会员进行集体谈判和劳动争议处理，确保会员了解、遵守并执行相关法律、法规、指令和决定。此外，工会还有权提出新的劳动立法建议，积极参与此类法律的起草和修订，并履行其章程规定的其他职责。
The primary role of the union is to protect the rights and interests of its members. This includes representing members in collective bargaining and labor disputes before the competent authorities, ensuring that relevant laws, regulations, directives, and decisions are known to, complied with, and implemented by its members. Additionally, unions are empowered to propose new labor-related legislation, actively participate in the drafting and amendment of such laws, and carry out other responsibilities as outlined in their organizational bylaws.
13
争议解决
Dispute Resolution
1.程序与执行 Procedures & Enforcement
埃塞俄比亚的劳动争议解决体系结合了司法与非司法机制，以确保及时且有效地处理雇佣相关问题。司法方面，劳动争议首先由联邦或地区初审法院的劳动法庭受理，上诉可提交至上诉法院，最终可上诉至联邦最高法院复审庭。
The Ethiopian labor dispute resolution system incorporates both judicial and non-judicial mechanisms to ensure timely and effective handling of employment-related issues. Judicially, labor disputes are initially handled by the labor divisions of federal or regional first instance courts, with appeals going to appellate courts and, ultimately, to the Federal Supreme Court Cassation Division.
2.权利放弃与执行 Waiver & Enforcement
雇员不得依法放弃其在法律下享有的任何权利，任何此类放弃均被视为无效且不可执行。
An employee cannot legally waive any rights granted under the law, and any such waiver will be considered unenforceable.
* 为避免歧义，以上内容不视为正式法律意见。
To avoid ambiguity, this article should not be regarded as legal advice.
作者简介
作者/Authors
梅尔泰布・勒乌勒・科凯布 是Mehrteab & Getu Advocates LLP律师事务所的创始人兼管理合伙人。他是知名资深法律专业人士，拥有近三十年从业经验，核心专长为项目融资与公司事务。
Mehrteab Leul Kokeb is the Founder and Managing Partner of Mehrteab & Getu Advocates LLP. Mehrteab is a renowned senior law professional with almost three decades of experience with core competence in Project Finance and Corporate matters.
玛莎・贝莱特 博士是Mehrteab & Getu Advocates LLP律师事务所公司业务部法律总监，拥有近二十年学术经验。她专注于国际贸易法、投资法、国内商法及非洲区域一体化领域。
Dr. Martha is a Legal Director in the Corporate Practice Group with nearly two decades of experience in academia. She specializes in International Trade Law, Investment Law, domestic commercial laws, and African Regional Integration.
赫莉娜・阿萨姆纽 是 Mehrteab & Getu Advocates LLP律师事务所劳动与移民业务部的律师。她曾为多家外国和本地公司、非营利组织以及外交使团成员提供咨询服务，涉及招聘、解雇、离职与和解、薪酬、劳动纠纷、养老金、集体协议、调查、尽职调查及尽职调查报告的出具等方面。
Helina Asamnew is an Associate in MLA’s Employment and Immigration Practice. Helina has advised a number of foreign and local companies, not-for-profit organizations, and members of the diplomatic mission on recruitment, termination, separation and settlement, compensation, employment disputes, pension, collective agreements, investigations, conducting due diligence and producing due diligence reports.
译者/Translator
周昊 ，法学硕士，安理律师事务所律师助理。专业领域：劳动法、争议解决、ESG合规。
Zhou Hao, Master of Laws, Associate at Anli Partners. Areas of expertise: Labor Law, Dispute Resolution, ESG Compliance.
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罗凯天
北京/上海办公室 合伙人
罗律师擅长劳动法、ESG、合规、供应链与工商业人权等法律服务及相关争议解决业务，先后为上百家世界500强等国内外知名企业和机构提供法律服务。罗律师研究劳动用工问题并提供咨询意见累计超过15年，曾参与司法部、全国总工会、商务部、人力资源和社会保障部、最高人民法院等部委有关劳动用工课题及政策征询等工作。
罗律师现为安理劳动法与ESG专业中心主任，担任北京律协跨境投资并购专业委员会秘书长，中国社会法学研究会、中国仲裁法学研究会、“一带一路”律师联盟劳动争议专业委员会、泛太平洋律师协会（IPBA）成员，入选北京律协涉外法律人才库，并是北京大学和中国劳动关系学院兼职导师。先后获得Legal 500、律商联讯、GRCD、ALM等知名机构在中国劳动法与合规领域的推荐及相关奖项。
罗律师是中国政法大学第一位社会法学博士，获得美国加州大学伯克利分校和对外经济贸易大学中美两个法学硕士学位，本科毕业于中国劳动关系学院。他还持有国际劳工组织国际劳工标准高级别项目以及人权尽责调查项目证书。
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