FREETOWN, 27th October 2026– The Minister of Employment, Labour and Social Security, Umaru Napoleon Koroma, on Monday engaged representatives of the Sierra Leone Labour Congress, the Sierra Leone Employers’ Federation, the Ministry and the service provider to chart the way forward on the implementation of *Section 25 of the Employment Act 2023* which provides for end-of-service benefits.
The engagement comes two weeks after the Minister ordered that a public notice be issued on full implementation and compliance with the provision.
According to the Ministry, following that notice, it received a flurry of feedback from both employers and workers, including requests for clarification and proposals on how best to operationalise the law without hurting businesses and jobs.
Addressing the meeting, Minister Koroma said the law is not up for debate – it must be enforced – but how it is enforced must be practical and consultative.
“Employers and employees depend on each other for the success and sustainability of businesses and the wider economy,” he told stakeholders. He stressed that his Ministry will enforce the law but will also listen to legitimate concerns from all sides.
He noted that discussions on end-of-service benefits did not start under his tenure and that he intends to build on the work already done.
Digital Platform Unveiled to Manage Funds
As part of the meeting, *Mr. Mahmoud A. Idris, Executive Chairman of Smart Systems (SL) Ltd*, Developers and Administrators of the End of Service Benefits Platform, made a technical presentation and live demonstration of a new digital system designed to administer the scheme.
The proposed platform is intended to bring together all key players – employers, employees, trustees, fund managers and the Ministry – in one integrated system.
Key features highlighted include:
– Automatic liability calculation – the system automatically calculates how much an employer owes each worker based on salary and years of service, removing manual errors.
– Recognition ledger – a record that tracks accrued benefits for every employee.
– Approval workflows – to ensure accountability among employers, trustees, fund managers and the Ministry so that money cannot be moved without approval.
– Investment tracking – to monitor how the funds are invested and what returns they generate.
– Compliance reports – to allow the Ministry to see in real-time who is complying, who is lagging, and the gap between what is owed and what is funded.
Mr. Idris explained that the Ministry will monitor compliance progressively, recognising that many employers cannot fund 100% of their liabilities overnight. He proposed a phased approach, including a benchmark of at least 7.5 percent of total liabilities by 2029, with progress tracked towards full funding.
Employers Raise Practical Concerns
Stakeholders also used the forum to raise real-world issues that have complicated implementation:
– The common practice where workers request that their end-of-service benefits be paid annually, instead of waiting until retirement or resignation.
– How to treat loans that workers take from their employers in anticipation of future benefits.
– Fears that money deposited for end-of-service may be withdrawn or diverted after it is saved.
The Ministry said these concerns point to the need for clear rules, strong safeguards and proper accountability so that workers’ entitlements are protected and funds are not abused.
Minister Koroma reiterated that the objective is not to punish employers but to ensure compliance while working with all stakeholders to find workable solutions.
The engagement forms part of broader reforms to strengthen labour administration and make the Employment Act 2023 work for both employers and employees.
Under Section 25, all employers in Sierra Leone – except those employing domestic workers, casuals and a few exempted categories – are required to set aside and fund end-of-service benefits for their workers, payable upon termination, resignation or retirement.
