Somali Labour Code Law No. 36 of 2024.

The Somali Labour Code (Law No. 36 of 2024) establishes legal framework governing employment relations in Somalia. It applies at the national level and regulates the rights and obligations of workers and employers across both formal and informal sectors, with the objective of promoting fair labour practices, decent work, and sustainable socio‑economic development. The law clarifies contractual relationships, strengthens labour governance, and supports balanced economic growth alongside the protection of workers’ rights. The Code regulates the fundamental components of employment relationships, including the formation and types of employment contracts, remuneration, working time, and conditions of work. It provides for both fixed‑term and indefinite contracts and requires that employment relationships be established on the basis of mutual agreement between employer and employee. The law addresses wages and payment conditions, including regular remuneration and compensation for overtime, and sets general standards for working hours, rest periods and leave entitlements. It further regulates occupational health and safety obligations to ensure the protection of workers’ well‑being in the workplace, and establishes safeguards for vulnerable categories, including children and persons with disabilities, within the employment context. In addition, the Code recognises and protects collective labour rights, including freedom of association and the right of workers and employers to organise and engage in collective bargaining. It institutionalises social dialogue mechanisms by facilitating cooperation between government authorities, employers’ organisations and trade unions in the regulation of labour relations. The law also sets out procedures for the settlement of labour disputes, establishing mechanisms for mediation, negotiation and formal resolution in order to ensure industrial harmony and legal certainty. The Code further governs the termination of employment relationships by defining lawful grounds for dismissal and establishing procedural requirements, including notice periods and, where applicable, entitlement to severance compensation.