How to Notify Your Employer About Illness and Sick Leave in Libya
Download a ready-to-use sick leave notification letter template for employees working in Libya. You can customize it with your name, employer, position, dates of absence and expected return date.
⬇ Download Sick Leave Letter (Word)You can use the following short format to notify your employer that you are unable to attend work because of illness:
Subject: Sick Leave Notification Dear [Employer / Manager Name], I am writing to inform you that I am currently unable to attend work due to illness starting from [date]. I will provide the required medical report/certificate in accordance with the applicable workplace procedure. My expected return date is [date], subject to my medical condition and medical advice. Please confirm receipt of this notification. Kind regards, [Full Name] [Job Title] [Employee Number, if applicable] [Phone Number] [Date]
If you do not yet know your return date, you can simply state that the return date will be confirmed after medical assessment.
Libya's Law No. 12 of 2010 on Labour Relations contains specific provisions concerning sick leave for workers and employees.
Under Article 33, a worker or employee is entitled to paid sick leave for a maximum of:
The law states that sick leave is granted on the basis of a medical report from an accredited doctor.
Where illness occurs while the worker or employee is abroad, Article 33 provides a specific rule concerning a medical report from the appropriate accredited doctor connected with the Libyan diplomatic mission or the entity acting on its behalf.
A medical report is important because Article 33 of Law No. 12 of 2010 provides that sick leave is granted on the basis of a report from an accredited doctor.
Employees should therefore follow their employer's procedure for submitting medical documentation and should provide the required document to the appropriate HR department, manager or administrative authority.
| Situation | Rule Under Article 33 |
|---|---|
| Continuous sick leave | Up to 45 consecutive days during the year. |
| Intermittent sick leave | Up to 60 intermittent days during the year. |
| Medical documentation | Sick leave is granted on the basis of a medical report from an accredited doctor. |
| Illness beyond the statutory period | The matter is referred to the competent medical committee and the applicable Social Security Law provisions apply. |
| Maximum under Article 33 | The sick leave granted under this article may not exceed three months during the same year. |
You generally do not need to include a detailed description of your medical condition in a basic absence notification. Follow your employer's lawful documentation requirements without unnecessarily including sensitive medical information in an ordinary email or letter.
The exact communication method can depend on the employer's internal rules and workplace procedures.
Employees should notify their manager, HR department or responsible administrative office as soon as possible when illness prevents them from attending work.
Yes. Article 33 of Law No. 12 of 2010 provides the worker or employee with sick leave on a paid basis, subject to the limits and conditions established by the law.
The statutory entitlement described in Article 33 is subject to the applicable medical documentation and the limits of 45 consecutive or 60 intermittent days, with additional procedures where the illness continues beyond those periods.
Employment contracts, workplace regulations and applicable social security provisions may also affect the administration of benefits in particular situations.
Article 33 provides that if sick leave during the year exceeds the initial 45-consecutive-day or 60-intermittent-day limits, the matter is referred to the competent medical committee and the provisions of the Social Security Law apply.
Article 80 also contains an important rule concerning longer-term illness. Under that article, an employment contract can end where an illness requires interruption of work for more than 120 consecutive days or more than 180 days in total during one year, subject to the statutory requirements.
The law requires disability or illness for this purpose to be established by a medical certificate from a competent accredited doctor.
A basic sick leave notification normally needs to communicate that you are unable to work and provide the relevant dates. It does not need to become a detailed medical history.
If your employer requires specific medical documentation, follow the applicable workplace procedure.
Employers can use the following checklist when receiving a sick leave notification:
The employer should apply the applicable labour legislation together with its lawful internal employment regulations.
| Step | What to Do |
|---|---|
| 1. Become ill | Determine whether your illness prevents you from attending work. |
| 2. Notify employer | Inform your manager, HR department or responsible office as soon as possible. |
| 3. See an accredited doctor | Obtain the medical documentation required for sick leave. |
| 4. Submit documentation | Provide the medical report according to your employer's established procedure. |
| 5. Stay in contact | Inform your employer if your expected return date changes. |
| 6. Return to work | Return when medically fit and follow any applicable workplace requirements. |
| 7. Prolonged illness | Follow the medical committee and Social Security procedures where the statutory sick-leave limits are exceeded. |
The following longer version can be adapted for formal communication with an employer:
[Your Full Name] [Job Title] [Employee Number] [Phone Number] [Email Address] [Date] To: [Employer / Company Name] [Manager / HR Department] [Company Address] Subject: Sick Leave Notification Dear [Manager / HR Manager], I am writing to inform you that I am currently unable to attend work due to illness beginning on [date]. I have sought medical attention and will provide the required medical documentation in accordance with the applicable workplace procedure. At present, I expect to be absent from work until [date], subject to my medical condition and medical advice. I will inform you if there is any change to my expected return date. Please confirm receipt of this notification. Thank you for your understanding. Kind regards, [Full Name] [Signature, if required]
Article 33 of Law No. 12 of 2010 provides paid sick leave for up to 45 consecutive days or 60 intermittent days in a year, subject to the statutory conditions.
Article 33 states that sick leave is granted on the basis of a medical report from an accredited doctor.
Yes. Article 33 provides for sick leave with remuneration, subject to the limits and conditions established by the law.
The Libyan rule should not be described using the Swiss-style "certificate after three days" formula. Article 33 directly states that sick leave is granted on the basis of a medical report from an accredited doctor.
Where the sick leave exceeds the initial statutory limits, Article 33 provides for referral to the competent medical committee and application of the relevant Social Security Law provisions.
Article 80 contains rules concerning employment contracts where illness requires an interruption of work exceeding 120 consecutive days or more than 180 days in total during one year, subject to the conditions and medical certification required by the law.
You should notify the employer according to its established communication procedure. A message can notify the employer of your absence, but it does not replace the medical documentation required for statutory sick leave.
A basic absence notification can simply state that you are unable to work because of illness. Follow any lawful medical-documentation requirements without unnecessarily including detailed medical information in ordinary correspondence.
Article 33 contains a specific provision for illness occurring while the worker or employee is abroad, referring to a medical report from the appropriate accredited doctor connected with the Libyan diplomatic mission or the relevant entity acting on its behalf.
This page provides general information about sick leave and absence from work in Libya. It is not legal or medical advice.
The statutory information presented here is primarily based on Libya's Law No. 12 of 2010 on Labour Relations and its implementing framework. Employment procedures can also depend on the employee's contract, workplace regulations, sector and applicable Social Security provisions.
The Libyan Ministry of Labour and Rehabilitation was continuing in 2026 to review labour regulations and workplace disciplinary and organizational rules for consistency with Law No. 12 of 2010 and its implementing regulations.
If you have a dispute involving sick pay, medical documentation, prolonged illness, dismissal, employment termination or your entitlement to leave, consider obtaining advice from a qualified Libyan lawyer or the appropriate labour authority.