Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Gambia. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Employer of Record in Gambia, will help you focus on growth for greater levels of success.

How Employer of Record (EoR) in Gambia Works 

Workforce Africa makes it hassle free to hire and manage your remote staff in Gambia without having to first set up a subsidiary or entity in the country. We handle staff contract management and onboarding, payroll, compliance, taxes, and other administrative matters. With Workforce Africa, you can now focus more on strategic activities and growing your business. These items include >> 

Employment Contracts in Gambia 

Types of Contracts

• Permanent (Indefinite)
• Fixed-term (maximum 2 years, renewable once)
• Part-time / Casual / Seasonal

Essential Clauses:

Every employment contract in Gambia must include:

• Title & duties
• Place & hours of work
• Remuneration
• Benefits, leave, probation (if any),
• Confidentiality, termination & notice.

Working Hours in Gambia 

• Standard Workweek: The typical workweek consists of 40 hours, structured as eight hours per day over five days. However, certain Joint Industrial Council (JIC) agreements may permit a 42-hour workweek, often with shortened working hours on Fridays to accommodate cultural or religious practices.
• Overtime Compensation: Overtime work is generally compensated at a premium rate:
  • 150% of the regular hourly wage for work performed on weekdays beyond standard hours.
  • 200% of the regular hourly wage for overtime worked on weekends or public holidays.
• Weekly Rest Period: Employees are entitled to a minimum of 24 consecutive hours of rest each week, which typically falls on Sunday.

Observed National Holidays and Vacation   

These national holidays are celebrated in Gambia: 

• New Year’s Day – 1 Jan
• Independence Day – 18 Feb
• Koriteh (Eid al-Fitr) – 30 Mar (+ Koriteh Holiday 31 Mar)
• Good Friday – 18 Apr
• Easter Monday – 21 Apr
• Labour Day – 1 May
• Africa Day – 25 May (public holiday; Monday 26 May observed)
• Eid al-Adha (Tabaski) – 6 Jun (tentative – lunar)
• Ashura – 5 Jul
• Revolution Day – 22 Jul
• Christmas Day – 25 Dec

Expats, Visas & Work Permits   

A. Visa Application

Most foreign nationals who are not exempt from visa requirements must obtain an entry visa either in advance from a Gambian diplomatic mission or receive authorisation upon arrival. Upon entry, they are required to report to the Gambia Immigration Department within 48 hours to complete the regularisation process.

To support their application, individuals must provide the following:

• A passport valid for at least six months,
• A completed visa application form,
• A recent passport-sized photograph, and
• An official letter from their employer.

B. Work/Residence Permit:

Employers are responsible for applying for an Employment/Residence Permit on behalf of each foreign employee they intend to hire. The application must be supported by the following documentation:

• A formal job offer
• The applicant’s academic and professional qualifications,
• Valid medical and police clearance certificates, and
• Proof that no suitably qualified Gambian is available to fill the role, typically demonstrated through the expatriate quota process.

Permits are generally granted for a period of one to two years and may be renewed upon expiry, subject to continued compliance with the requirements. A Gambia EoR offers this service to help businesses manage their clients. 

Paid Leaves  

• Annual Leave: Annual leave is granted based on the employee’s length of continuous service with the employer:
  • 1 to 3 years of service: Entitled to 14 working days of paid annual leave per year.
  • More than 3 years and up to 7 years: Entitled to 21 working days per year.
  • Over 7 years of service: Entitled to 30 working days annually.
  • Leave typically accrues at a rate of 2.5 working days per month of service, subject to the maximum entitlement based on years of service.
• Sick Leave: Employees are entitled to cumulative paid sick leave, up to the maximum allowed under their employment contract or applicable Joint Industrial Council (JIC) agreement. A valid medical certificate is required to support any period of sick leave.
• Maternity Leave: Female employees are entitled to six months of fully paid maternity leave, in accordance with the Women’s Act, 2010 and the Labour Act, 2023.
• Paternity Leave: Male employees are entitled to 10 working days of paid paternity leave, which must be taken within six months of the child’s birth.
• Other Special Leave: The Labour Act provides for paid special leave in specific circumstances, including:
  • Redundancy consultations,
  • Trade union duties, and
  • Situations of force majeure (unforeseeable emergencies).
• Additional Leave: such as for compassionate reasons or study purposes, may be granted at the employer’s discretion, based on mutual agreement.

Statutory Deductions   

A. National Provident Fund (NPF)

Employers are obligated to contribute an amount equivalent to 10% of an employee’s basic salary. In addition, employees must contribute 5% of their own basic salary to the fund.

B. Industrial Injuries Compensation Fund

Employers must contribute 1% of an employee’s total earnings, with the monthly contribution not exceeding GMD 15. There is no employee contribution required for this fund.

C. Tax Brackets and Rates

• Personal Income Tax (Residents, annual):
  • 0 % – up to GMD 7,500
  • 10 % – GMD 7,500.01 – 17,500
  • 15 % – 17,500.01 – 27,500
  • 20 % – 27,500.01 – 37,500
  • 25 % – 37,500.01 – 47,500
  • 35 % – over GMD 47,500
• Corporate Income Tax: 31 % standard rate.
• Value Added Tax (VAT): 15 % on most goods & services.

Health Insurance 

No universal system. Employers and employees contribute to the National Provident Fund (NPF); many employers provide private medical aid schemes.

Additional Compensation and Benefits  

While not mandated by law, some employers might offer additional benefits, such as: 

• Occupational Coverage: Compulsory registration with the Social Security & Housing Finance Corporation (SSHFC). Employers pay 1% of total earnings (capped at GMD 15 / month) into the Industrial Injuries Compensation Fund.
• Pensions: National Provident Fund (defined-contribution). Employer 10 % + Employee 5 % of basic salary.
• Paid National Holidays: Employees are entitled to full pay when not required to work on statutory holidays (see list below).

Termination/ Severance in Gambia 

A. Probationary Period:

Commonly 1–3 months for indefinite contracts; conditions must be written.

B.Termination of Employment

• Permissible Grounds: Capacity or conduct of employee, operational requirements (redundancy), expiry of fixed-term, mutual agreement. Certain reasons (e.g. pregnancy, union activity) are invalid.
• Notice Period: Notice periods for termination of employment vary depending on the employee’s payment frequency and length of service:
  • Monthly-paid employees: Entitled to one month’s notice regardless of service length.
  • Bi-weekly-paid employees:
    • Less than 6 years of service: 2 weeks’ notice
    • 6 years or more: 1 month’s notice
  • Weekly-paid employees:
    • Less than 2 years: 1 week’s notice
    • 2 to less than 6 years: 2 weeks’ notice
    • 6 years or more: 1 month’s notice
  • Daily or hourly-paid employees: Notice ranges from 1 day to 2 weeks, depending on the length of service and terms of employment.

C. Severance Pay

Severance pay varies based on the reason for termination of employment, as outlined below:

• Medical Discharge or Early Termination of a Fixed-Term Contract: The employee is entitled to a gratuity of not less than 25% of the total basic salary earned during the period of employment.
• Redundancy, Employer Insolvency, Death of Employee, or Other Economic Reasons: A lump-sum severance payment of two months’ basic salary for each completed year of service is payable.
• Expiry of a Fixed-Term Contract: The employee is entitled to a gratuity of at least 25% of the total basic salary earned over the contract period, or the applicable statutory retirement benefit—whichever is greater.

Bonuses: No statutory 13th-month or festival bonus. Performance or annual bonuses are discretionary and should be stipulated in the employment contract.

D. Termination Process:

• Written notice stating reasons.
• Observe statutory/contractual notice period (or pay in lieu).
• Pay outstanding remuneration & statutory benefits on or before the next working day.
• Issue termination certificate.
• Redundancies: consult staff representatives, notify Labour Commissioner, pay severance & six-month notice. Employees may challenge unfair dismissal before the Industrial Tribunal.