Angola Labor Law for Employers: Lei 12/23 Explained

Updated October 2026

Angola labor law for employers is set by the Lei Geral do Trabalho, Lei 12/23 of 27 December, in force since late March 2024. Its main effects for employers are that permanent contracts are the default, fixed-term contracts need a written, legally listed reason and have shorter maximum terms, probation is normally 60 days, and dismissals require either a formal disciplinary process or documented objective grounds with notice and compensation. This guide covers each stage of employment, from hiring to termination, plus the 2025 decrees on foreign workers, temporary work and penalties.

The legal framework in 2026

Lei 12/23 (General Labor Law): contracts, working time, leave, pay, discipline and termination. It replaced Lei 7/15 and entered into force 90 days after publication.
Presidential Decree 49/25 of 18 February 2025: employment of non-resident foreign workers.
Presidential Decree 50/25 of 19 February 2025: the regime of labor contraventions, which classifies breaches as minor, serious or very serious and raised penalties.
Presidential Decree 51/25 of 19 February 2025: temporary work agencies and the assignment of workers (cedência).
Presidential Decree 152/24: the national minimum wage of 100,000 AOA per month.

Collective agreements and company internal regulations can add to these rules, but not reduce minimum rights. Companies with more than 50 employees must adopt internal regulations, written in Portuguese, covering topics such as discipline, safety, working hours and remuneration.

Employment contracts

Permanent is the default

Under Lei 12/23, an employment contract is for an indefinite term unless the employer can rely on one of the temporary reasons listed in the law. A written contract is legally required for fixed-term and special contracts (Article 12), but best practice is to put every contract in writing, in Portuguese, stating:

the identity and address of both parties;
job title, professional category and place of work;
working hours;
salary, method of payment and pay period;
start date and, for fixed-term contracts, the end date and the legal reason.

Fixed-term contracts: maximum durations

Article 16 of Lei 12/23 sets maximum durations, including renewals, according to the reason for the contract:

Reason for the fixed-term contract	Maximum duration
Seasonal work; urgent work to prevent accidents or repair damage	6 months
Temporary increase in activity; occasional tasks; activities of uncertain duration	12 months
Replacing an absent worker; construction or industrial works; apprenticeship and training	36 months
Launching a new activity or business, or restructuring	60 months

If those limits are exceeded, the contract automatically becomes permanent (Article 17). An employer that does not intend to renew must give 30 days’ notice before expiry. Older guides that mention fixed-term contracts of up to 5 or 10 years depending on company size describe the previous law, Lei 7/15, and no longer apply.

Warning: A fixed-term contract that does not state its legal reason, or is not in writing, is treated as permanent. Check templates inherited from before March 2024; many still follow the old rules.

Telework and other special contracts

Lei 12/23 recognizes telework as a special employment arrangement. If staff work remotely, set out in writing who provides equipment, how working time is recorded and how costs are covered.

Probation periods

Article 18 of Lei 12/23 sets these probation periods:

Contract	Probation
Permanent contract, general rule	First 60 days of work
Permanent contract, extended by written agreement	Up to 120 days
Permanent contract, management roles	Up to 180 days
Fixed-term contract	Up to 30 days, only if agreed in writing

The parties can shorten or waive probation. During probation either side can end the contract more simply than afterwards, but keep a written record of the decision and pay all amounts due up to the last day worked.

Working time, leave and pay

Working time: no more than 8 hours a day and 44 hours a week.
Overtime: capped at 2 hours a day, 40 hours a month and 200 hours a year, and paid at a premium.
Annual leave: 22 working days.
Allowances: a vacation allowance and a Christmas allowance of at least 50% of base salary each (Article 238).
Maternity and paternity: maternity leave is three months, and Lei 12/23 introduced paid paternity leave on the birth of a child.
Public holidays: set by Lei 11/18. See our 2026 public holidays guide.

For tax, social security and allowance calculations, read our payroll guide for employers.

Termination: the routes and the rules

Disciplinary dismissal

Dismissal for a subjective cause is only valid if the misconduct is serious enough to make the employment relationship impossible to continue. It requires a disciplinary procedure, which involves summoning the employee to a hearing, holding the hearing and then issuing a written decision. Lei 12/23 also reintroduced lighter sanctions, such as temporary demotion and suspension without pay, so dismissal is not the only option for misconduct.

Practical steps:

Document the facts promptly: dates, witnesses, emails, CCTV or system logs.
Send the employee a written summons describing the alleged misconduct and the hearing date.
Hold the hearing, let the employee respond and bring a representative if the law or agreement allows, and keep minutes.
Issue a reasoned written decision with the sanction.
Respect the legal deadlines for starting the procedure and for issuing the decision; missing them can make the dismissal unlawful. Check them with local counsel before you begin.

Dismissal for objective reasons and collective dismissal

Employers can dismiss for proven economic, technological or structural reasons. Ending more than five contracts on these grounds counts as a collective dismissal. Key rules:

Notice of 30 days for an individual objective dismissal and 60 days for a collective dismissal.
Lei 12/23 sets legal selection criteria for choosing which workers are dismissed, so document how you applied them.
Compensation is due, calculated according to the company’s size category and the employee’s years of service. Confirm the exact amounts in the law before budgeting a restructuring.

Unlawful dismissal

If a court finds a dismissal unlawful, the employer must reinstate the employee and pay the wages due from dismissal until reinstatement, within legal limits. Litigation over terminations is common, so the cost of skipping steps is real.

Non-compete clauses

A non-compete obligation can last no more than three years after the contract ends, must be written in the contract or an addendum, and requires the employee to be paid during the restricted period, in an amount stated in the clause.

Foreign workers and temporary staff

Presidential Decree 49/25 adds specific rules for non-resident foreign employees:

At most 30% of the workforce can be non-resident foreigners; at least 70% must be national workforce, which includes resident foreigners.
Contracts must be written and fixed-term, with at most two renewals, and include a notarized declaration that the worker will return home at the end of the contract.
Contracts must be registered with the employment center within 30 days of the start of work, with a fee of 5% of monthly salary.
Non-resident workers can move between companies in the same group.
Employers must include a register of foreign employees in the annual employee register (RENT) they file.

Foreign hires also need a work visa before starting work; see our Angola work visa guide. If you use a temporary work agency, Decree 51/25 applies the same reasons and maximum durations as for fixed-term contracts, and the agency must be licensed.

Frequently asked questions

When did Lei 12/23 come into force?

It was published on 27 December 2023 and entered into force 90 days later, at the end of March 2024, replacing Lei 7/15.

What is the standard probation period in Angola?

The first 60 days of a permanent contract. It can be extended in writing to 120 days, or 180 days for management roles. Fixed-term contracts allow up to 30 days if agreed in writing.

Can I keep renewing a fixed-term contract?

Only within the maximum duration for the legal reason used, from 6 to 60 months including renewals. Beyond that, the contract becomes permanent.

Do I have to pay compensation when dismissing for economic reasons?

Yes. Compensation depends on company size and the worker’s seniority, and you must also give 30 days’ notice, or 60 days in a collective dismissal.

Can a foreign worker be hired on a permanent contract?

Not if they are a non-resident. Decree 49/25 requires fixed-term contracts with at most two renewals. Resident foreigners count as national workforce and follow the general rules.

Sources: Lei 12/23, Lei Geral do Trabalho (Lex.ao); Lei 12/23 in the Diário da República (ILO NATLEX); Presidential Decree 49/25 (Lex.ao); Miranda Alliance – Decrees 49/25, 50/25 and 51/25; ALC Advogados – Employment Law Review: Angola (2024); ALC Advogados – main changes in the new labor law; MAPTSS – Ministry of Public Administration, Labor and Social Security.

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