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A client-centered guide that demystifies the legal process for individuals involved in civil or criminal matters. This post builds trust and positions the firm as approachable and client-focused. Presidential Decree No. 50/25, recently published in the Official Gazette, establishes a new regulatory framework for labour offences, clarifying infractions, penalties and inspection mechanisms. Below we highlight the main points of interest for employers. 1. Classification of Labour Offences Labour infractions are categorized into Light, Serious and Very Serious, with progressively more severe sanctions. a) Minor infractions b) Serious Infringements c) Very Serious Infringements 2. Penalties and Sanctions Light Infractions: Fines between 2 and 9 times the company’s average monthly salary, varying if practiced with negligence or willful misconduct. Serious Infractions: Fines between 10 and 17 times the company’s average monthly salary, varying if practiced with negligence or intent. Very Serious Infractions: Fines between 18 and 25 times the company’s average monthly salary, varying if practiced with negligence or intent. Ancillary Sanctions: 3. Inspection Procedure 4. Statute of Limitations for Infractions Very Serious Infractions: Statute of limitations in 5 years. Serious Infractions: Statute of limitations in 3 years. Minor Infractions: Statute of limitations in 1 year. This Legal Notice is for informational purposes only and does not constitute complete legal advice. The information provided is valid as of the date of publication and readers are advised to seek legal advice before applying it in specific situations. The reproduction, dissemination or distribution of this content, in whole or in part, is prohibited without prior consent. For more information, we are available for contact and clarification at: geral@lasadvogados.co.ao / emilcalei27@gmail.com / emanuel.jeremias@lasadvogados.co.ao Lubango, on March 6, 2025. Messias Sanumbutue Emanuel Jeremias _________________________________

This summary highlights the main recent legislative changes in Angola concerning the National Minimum Wage and the Internal Regulations of Companies, facilitating the understanding and monitoring of the most relevant changes. Presidential Decree 152/24 of 17 July was published, approving the attached National Minimum Wage, with the primary objective of adapting to the economic, financial and social challenges of today, the minimum sum of income that must be paid to workers for the work performed or for the services provided during the period of one month. We highlight the following changes: NOTE: Law 12/23 of 27 December, General Labour Law, established a new panorama for the Internal Regulations of Employers, determining in arts. 102 to 106, the essential elements for its elaboration, validity and effectiveness. Among which: This summary is purely informational and does not constitute complete legal advice. The information provided is valid as of the date of publication and readers are advised to seek legal advice before applying it in specific situations. The reproduction, dissemination or distribution of this content, in whole or in part, is prohibited without prior consent. For more information, we are available for contact and clarification at:                                                       geral@lasadvogados.co.ao / emilcalei27@gmail.com / emanuel.jeremias@lasadvogados.co.ao / messias.sanumbutue@lasadvogados.co.ao Emanuel Jeremias Messias Sanumbutue Emil Calei Pela L.A., _________________________________