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Angola payroll, hiring, talent management, and compliance requirements for your employees and independent contractors.
Workforce Africa simplifies hiring, payroll, talent management as well as your compliance needs for employees and independent contractors in Angola. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Angola Employer of Record, will help you focus on growth for greater levels of success.
Luanda
For new and renewed employment contracts, a fixed-term contract may only be used to replace an employee on leave or meet a temporary exceptional increase in business activity. The maximum trial period for a fixed-term contract is 30 days.
Yes
Angolan Kwanza (AO, AKZ)
According to Presidential Decree No. 54/22, effective February 2022, the minimum monthly wage for employees in transportation, services, and manufacturing sectors stands at AO 40,066.44. For those in extractive industry and trade, the minimum wage is set at AO 48,271.73, while employees in agriculture and various other sectors receive a minimum of AO 32,181.15 per month.
Portuguese
Workforce Africa makes it hassle free to hire and manage your remote staff in Angola 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 >>
Angolan labour regulations prioritize employee benefits and require businesses to adhere to employment standards. Employers with over five employees are obligated to hire 70% Angolan nationals.
Typically, the payroll cycle occurs monthly, and wages are disbursed by the final working day of the month.
It’s compulsory to provide a 13th salary, where 50% of the 13th salary is a vacation bonus (to be paid before the employee’s vacation), and 50% as a Christmas bonus.
While probation is not obligatory, a duration of 2 months is commonly observed. Parties can extend the probation period, in documented form, up to 4 months for employees engaged in highly technical and complex tasks that are challenging to assess and up to 6 months for those undertaking managerial responsibilities.
Remote employees must generally have the same rights and duties as other workers. The employer must respect their privacy and guarantee the employee’s right to “disconnect” from work.
Employees with children under age five, those caring for disabled or chronically ill children, or dependent parents have the right to flexible working hours. Subject to certain restrictions, the employee may choose the start and end times of their daily work.
In Angola, the standard workweek consists of 44 hours, with each day capped at 8 hours. However, this can be extended to 54 hours or 9 hours per day.
A 45-minute meal break is mandated during the workday, or 90 minutes maximum.
Workers must have a minimum rest period of 10 hours between workdays.
Overtime is restricted to 2 hours per regular workday, 40 hours per month, and 200 hours annually.
Twelve national holidays are celebrated in Angola:
New Year’s Day – January 1
Liberation Day – February 4
Carnival – Date Varies depending on the year, typically occurring before Lent (between February and March)
Women’s Day – March 8
Good Friday – Date varies
Easter Day – Date varies
Peace Day – April 4
Labor Day – May 1
National Heroes’ Day – September 17
All Souls’ Day – November 2
Independence Day – November 11
Christmas Day – December 25
Work visas enable individuals to remain for a maximum of 12 months and can undergo two extensions through multiple visa submissions. These visas are solely valid for the professional activities specified in the work contract, with variations based on the outlined activity. An Angola EoR offers this service to help businesses manage their remote employees.
An employee working sixteen or more hours per week is eligible for 21 working days of paid annual leave. This entitlement accrues at a rate of 7 days for every continuous 4-month period of service after completing 12 months of continuous service. Both parties must mutually agree upon the timing for taking annual leave.
Annual Leave: Employees receive 22 days of annual leave. During the initial year of employment, annual leave accrues at a rate of two days per month worked, with a minimum of 6 days to be taken within that year.
Sick Leave: In medium or large companies, employees on sick leave receive full payment of their basic salary for the initial six months of absence.
Maternal Leave: Female employees who have made social security contributions for at least 6 months before their pregnancy are entitled to 12 weeks of leave. This leave begins four weeks before the due date (eight weeks before for multiple births) and extends for nine weeks after the child’s birth. If the birth occurs after the expected delivery date, the leave period is prolonged to ensure it lasts at least nine weeks after the child’s birth.
Paternal Leave: Under the Angola General Labor Law, employees are granted one day of paid leave upon the birth of a child.
Parental Leave: Following the conclusion of maternity leave, the employer may offer a female employee an extra four weeks of unpaid leave for childcare. Employees have the right to take one day of leave per month to help a baby. During the pregnancy and during the baby´s first year.
Family Support Leave: Employees have the right to 8 days of paid family leave annually, subject to prior approval from the employer.
Military Service Leave: Employees can take paid leave for military duties for 2 days per month, with a maximum of 15 days per year.
Education Leave: With a written notice of 30 days to the employer, employees can take unpaid leave for education or training for 60 days.
Social Security Contribution: (Employers – 8%), (Employees – 3%)
Tax: Personal income tax (Angolan Kwazan)
Corporate Tax Rate: 25% (in general), VAT / Sales Tax Rate: 14%
In Angola, employee health benefits encompass a state-funded universal healthcare system. However, employers often need more quality healthcare provisions to acquire private medical insurance. An Angola employer of record can help employers make provision of health insurance for their remote employees.
All the employees are eligible for holiday and Christmas bonuses.
The vacation allowance corresponds to 50% of the worker’s basic salary, calculated based on the number of months worked. The allowance must be paid before the vacation is taken. Likewise, the Christmas allowance is 50% of the basic salary, calculated on the number of months worked. The allowance is paid in December.
Termination Process:
Notice Period: For executives, middle-level technicians, and high-level technicians, employers must provide 30 days’ notice period. For general employees, the notice period is 30 days.
Severance Pay: Severance pay is computed based on one month’s salary for the initial five years of employment, decreasing to half the monthly salary for each subsequent year after that.
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