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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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Uganda 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 Uganda. 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 Uganda, will help you focus on growth for greater levels of success.
Kampala
Employment and labor laws in Uganda encompass three types of contracts: express term contracts, which involve agreed-upon conditions between employer and employee; fixed-term contracts, where employment is for a specified period and ends automatically upon expiry; and indefinite period contracts, which establish permanent employment for specific positions.
Yes
Ugandan Shilling
The best practice in Uganda is 130000 UGX/Month. However, employers consider the Uganda Revenue Authority PAYE computations.
English
Workforce Africa makes it hassle free to hire and manage your remote staff in Uganda 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 >>
Payroll frequency is monthly and bi-monthly.
The probationary period lasts for a maximum of six months. However, it can be extended for up to six months with the employees’ agreement.
Day of rest: Employees have the right to 24 consecutive hours of rest per week, which can occur on a customary rest day (Sunday) or a day mutually agreed upon by both the employer and the employee.
In Uganda, the minimum age for commercial employment is 16 years. Children aged 14 and above can be engaged in light work under the supervision of an adult over 18. However, the work hours and tasks should not interfere with the child’s education.
An employee's standard working hours in Uganda are a maximum of eight hours per day and 48 hours weekly. Including lunch and worship time, the working hours can be nine hours daily.
There are the official public holidays in Uganda:
New Year’s Day – 01 January
NRM Liberation Day – 26 January
International Women’s Day – 8 March
Good Friday (exact day varies)
Easter Monday (exact day varies)
Labour Day – 1 May
Martyrs’ Day – 3 June
National Heroes’ Day – 9 June
Eid al-Fitr (end of Ramadan, exact day varies)
Independence Day – 9 October
Eid al-Adha (Feast of the Sacrifice, exact day varies)
Christmas Day – 25 December
Boxing Day – 26 December
To qualify for a work permit in Uganda, you must satisfy the following conditions:
Have a valid passport
Secure a job offer from a Ugandan company or organization
Demonstrate the requisite qualifications and experience for the position offered
A Uganda EoR offers this service to help global businesses manage their team expansion.
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.
Sick leave: Following one month of uninterrupted employment, employees working at least 16 hours per week become eligible for paid sick leave. This sick leave is compensated at employee’s total regular salary rate.
Maternal leave: Employees are entitled to 60 days of maternity leave. Following the child’s birth, a minimum of four weeks of maternity leave must be taken. In cases of illness or delivery complications, maternity leave may be extended for four weeks.
Paternal leave: Male employees are entitled to four days of paternity leave.
Parental leave: Following the birth of a child or the miscarriage of his wife, a male employee is entitled to four fully paid working days of paternity leave per year.
Bereavement leaves: The law is silent on bereavement leave
Social Security Contributions: An employed individual must contribute 5% of their gross earnings to the national social security fund. Employers must also contribute 10% of each employee’s gross pay to the national social security fund.
Personal income tax (Resident):
| Taxable Income Monthly (UGX) | Tax Rate Amount |
|---|---|
|
0 to 235,000 |
Nil |
|
235,000 to 335,000 |
(Taxable Income – 235,000UGX) x 10% |
|
335,000 to 410,000 |
(Taxable Income – 335,000UGX) x 20% + 10,000UGX |
|
410,000 to 10,000,000 |
(Taxable Income – 410,000UGX) x 30% + 25,000UGX |
|
Above 10,000,000 |
((Taxable Income – 410,000UGX) x 30%) + (25,000UGX + (10,000,000UGX) x 10%) |
Personal income tax (Non-Resident):
| Taxable Income Monthly (UGX) | Tax Rate Amount |
|---|---|
|
0 to 335,000 |
Taxable Income x 10% |
|
235,000 to 335,000 |
(Taxable Income – 335,000UGX) x 20% + 33,500UGX |
|
335,000 to 410,000 |
(Taxable Income – 410,000UGX) x 30% + 48,500UGX |
|
410,000 to 10,000,000 |
(410,000UGX) x 30% + 25,000UGX |
|
Above 10,000,000 |
((Taxable Income – 410,000UGX) x 30% + 48,500UGX) + ((Taxable Income – 10,000,000UGX) x 10%) |
Workers who work in multiple places are subject to a fixed tax rate of 30% on their total income from all employment.
Corporate Tax Rate: The corporate income tax rate stands at 30%. However, oil, gas, and specific mineral exploitation activities face varying tax rates, ranging from 25% to 45%. These rates depend on the ratio of their taxable income to gross revenue.
VAT / Sales Tax Rate: VAT is charged at the rate of 18%
Medical insurance is not compulsory but it's best practice. Uganda's healthcare system comprises publicly funded (national and district-based) and privately funded facilities. While the government regulates all healthcare facilities, private businesses invest in and manage hospitals, clinics, and pharmacies. A Uganda employer of record can help employers make provision of health insurance for their remote employees.
The compensation and benefits in Uganda include maternity benefits, compensation to the family for death during service, disability benefits, retirement compensation, and more.
According to labour laws in Uganda, employees are entitled to double the standard hourly wage rate for working overtime on public holidays. At the same time, regular workdays are one and a half times.
Termination Process: At the end of the contract term, an employment agreement can be terminated by either the employer or the employee, with or without notice. Employers retain the right to dismiss employees without cause in the event of a significant breach of contract obligations by the employee. Otherwise, the employer is required to provide notice to the employee. The length of the notice period ranges from two to three months, determined by the employee’s tenure.
Notice Period: The notice period depends on the employee’s tenure. It is two weeks for employees with over six months but less than one year of service, one month for those with over twelve months but less than five years, two months for those with over five but less than ten years, and three months for those with over ten years of service.
Severance Pay: While the law outlines provisions for severance pay, this compensation is subject to negotiation between the employer and the employee. After six months of continuous service, the employee becomes eligible for severance pay.
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Zambia 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 Zambia. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us — the Zambia Employer of Record, will help you focus on growth for greater levels of success.
Lusaka
In Zambia, employers can subject employees to a probation period lasting up to three months to evaluate their fit for a particular role. This period may be prolonged once but not beyond three additional months, making the maximum probation duration six months.
Yes
Zambian Kwacha
The minimum wage in Zambia varies depending on the type of employment. For domestic workers, it stands at 1,300 Zambian kwacha per month, while shopkeepers receive 2,722.57 Zambian kwacha per month. General workers' monthly wages stand at 2,313.10 Zambian kwacha.
English
Workforce Africa makes it hassle free to hire and manage your remote staff in Zambia 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 >>
Contracts and offer letters must be in the official language and the local currency.
The maximum probationary period in Zambia is 6 months. It can be two consecutive three-month periods.
An employer must pay an employee a gratuity of at least 25% of the base pay at the end of a long-term contract period.
The minimum age for employment is 15.
Employees are entitled to: One rest day for 24 hours per week; one-hour lunch break per day; and twenty minutes health break per day.
Overtime for working on a public holiday or weekly rest day is calculated at 200% of the employee’s hourly pay rate.
An ordinary workday typically consists of eight hours. Employers may extend the daily work hours without extra pay with the employee's agreement, if the total hours worked in a week do not exceed 48 hours. However, the weekly working hours should be at most 60 for a guard.
There are the official public holidays in Zambia:
January 1 – New Year’s Day
March 8 – International Women’s Day
March 12 – Youth Day
Good Friday
Easter Saturday and Sunday.
Note: When a holiday falls on a Sunday, the following day (Monday) is considered a public holiday. Hence Monday 29th April 2024 is a public holiday.
Easter Monday
April 28 – Birthday of Kenneth Kaunda
May 1 – Labour Day
May 25 – Africa Day
July (first Monday) – Heroes’ Day
July (Tuesday following Heroes’ Day) – Unity Day
August (first Monday) – Farmers’ Day
October 18 – National Prayer Day
October 24 – Independence Day
December 25 – Christmas Day
Two categories of Zambian work permits are accessible to foreigners:
Once in Zambia, switching between permit types is not feasible. Therefore, ensuring that your employees acquire the appropriate permit for their intended stay and work activities is crucial. A Zambia EoR offers this service to help global businesses manage their team expansion.
After completing six months of continuous service, an employee is entitled to receive full pay for a holiday at a rate of two days for each month of service. The vacation period is subject to mutual agreement between the employer and the employee.
Sick Leave: Employees who have served for at least 12 months are entitled to paid sick leave extending up to six months. They receive full pay during the first three months, followed by a subsequent three months at 50%. Individuals employed under shorter contracts are granted 52 days of leave, receiving full pay for the initial 26 days and 50% pay for the next 26 days.
Maternal leave: Any female employee who has worked continuously for a minimum of two years with her employer, either from the initial date of engagement or since her last maternity leave, is eligible for maternity leave lasting 14 weeks with full pay upon presenting a medical certificate confirming her pregnancy, signed by a registered medical practitioner.
Paternal leave: They receive full pay during the first Wek employees with at least 12 months of service are entitled to five consecutive working days of unpaid paternity leave.
Family Responsibility leave: Employees who have completed at least six months of service have the right to seven working days of paid leave to attend to a sick child, spouse, or dependent.
Other leave: Bereavement Leave – Employees have the right to 12 days of compassionate leave with pay upon the death of a spouse, child, parent, or dependent.
Military Service Leave: Not specified by the law
Social Security Contributions: Both employers and employees must contribute to the National Pension Scheme Authority (NAPSA). The contribution rate equals 5% of the employee’s overall earnings, resulting in a total contribution of 10% from both parties, subject to a limit set by the authority.
National Health Insurance Contributions: Employers and employees must contribute monthly to the National Health Insurance Scheme. This contribution equates to 1% of the employee’s basic salary, resulting in a combined contribution of 2% from both parties.
Tax: Personal income tax
Corporate Tax Rate: 30%
In Zambia, the nation's populace can access cost-free healthcare services via the public healthcare system. While employers can offer private health insurance as an additional perk, it is not mandatory under the law. A Zamabia employer of record can help employers make provision of health insurance for their remote employees.
Possible benefits include:
Transportation allowances
Private health insurance
Optional pension schemes
Optional life insurance
Holiday bonuses
The labor laws require employers to provide the following:
Social security contributions
National Health Fund contributions
Paid public holidays
Paid annual and compassionate leave
Paid sick leave
Workman’s insurance
Gratuity at the end of a contract
For every hour of overtime worked, the employee is eligible to receive their standard wage along with an extra 50% of their regular wage.
Termination Process: In Zambia, when terminating a written employment agreement, the employer must offer a legitimate reason for the dismissal related to the employee’s behaviour, ability, or the employer’s operational needs. This ensures fairness throughout the termination procedure. Failing to meet these requirements could result in the employer being held accountable for damages.
Notice Period: Except in misconduct cases, employees have the right to receive a notice period or compensation in place of notice upon contract termination. The minimum notice period varies according to the duration of the contract:
Severance Pay: Employees in Zambia are eligible to receive severance pay upon the termination or expiration of their employment contracts. The following criteria determine the severance pay amount:
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Somalia 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 Somalia. 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 Somalia, will help you focus on growth for greater levels of success.
Mogadishu
The focus lies on three main priorities: bolstering the private sector and advancing micro-small and medium-sized enterprises (MSMEs), backing productive economic sectors to foster job creation, and enhancing governance within the labour market.
Yes
Somali Shilling
In Somalia, according to the labour code, the minimum wages for different jobs in the country are set by the minister, who considers economic and social conditions, recommendations from a remuneration council, and input from the Federal Labour Commission.
Northern Standard Somali and Arabic
Workforce Africa makes it hassle free to hire and manage your remote staff in Somalia 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 >>
There is no statutory requirement to pay a 13th or 14th month salary / bonus in Somalia.
According to the Labour Code, Employees are entitled to full remuneration on national and public holidays, and if they work on these holidays, they must receive a proportionate increase in remuneration, not less than 50 percent of their normal pay.
The probationary period typically spans six months and may be extended for an additional six months upon agreement.
Social security contributions are not mandatory.
Overtime cannot exceed 2 hours a day or 12 hours a week.
Employees paid daily must receive their salaries no later than every fortnight. For other employee classifications, salaries must be paid monthly.
The standard work week in Somalia is 8 hours per day for 6 days a week.
There are the official public holidays in Somalia:
New Year’s Day – January 1
Mi’raaj Nabi
Eid-ul-Fitr
Labour Day – May 01
Independence Day – June 26
Eid Al Adha
Republic Day – July 01
Islamic New Year
Ashura
Mawlid Nabi
Expats seeking employment in Somalia must meet eligibility criteria to apply for a work permit. The permit grants the foreigner the right to reside and work in the country for 30 to 60 days, with the option to renew it before expiration. The applicant must travel for legitimate work purposes and meet all requirements. A Somalia PEO/EoR offers this service to help businesses expand with or without an entity set up.
Annual Leave: Employees are eligible for 21 days of paid leave for each year of continuous service. Eligibility for paid leave is typically acquired after completing a full year of continuous service.
Sick Leave: Employees are entitled to seven days of full pay for sickness leave and an additional seven days at half pay.
Maternal & Paternal Leave: The labour code does not mention anything about Maternal and Paternal leave.
Bereavement leave: An employee who has worked at least six consecutive months shall be entitled to three days of family responsibility leave if any of the following occurs:
This law applies to private employees as well.
Social security contributions are not mandatory.
Corporate Tax Rate: 12.3%.
Tax: Personal Income Tax
A Somalia employer of record can help employers make provision of health insurance policy fortheir employees. The healthcare system in Somalia is predominantly within the private sector and is regulated by the Ministry of Health of the Federal Government of Somalia.
The mandatory benefits stipulated by law in Somalia encompass various aspects, such as:
Probationary period.
Public holiday compensation.
Statutory leave
Overtime pays: Somali employees are entitled to these different rates for additional work hours:
125% of their hourly rate. For every extra hour on a regular workday.
150% of their regular rate during holidays.
200% of their regular pay specifically, on Labor Day, National Commemorative Day.
Termination Process: The severance pay for redundancy dismissal varies based on the worker’s tenure:
Notice Period: Either party involved in the contract can terminate the employment contract by providing written notice as follows:
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Rwanda 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 Rwanda. 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 Rwanda, will help you focus on growth for greater levels of success.
Kigali
In Rwanda, employment contracts are required. They can be entered into for a fixed term or an indefinite duration and can be written or oral. However, the duration of an oral employment contract cannot exceed 90 consecutive days.
Yes
Rwandan Franc (RWF)
There is no mandated minimum wage; instead, rates are determined by local industries.
Kinyarwanda, English, French
Workforce Africa makes it hassle free to hire and manage your remote staff in Rwanda 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 >>
In Rwanda, there is no legal obligation to provide a 13th or 14th month salary/bonus.
In most cases, employees are granted annual leave at the standard rate. However, in the health sector, a bonus scheme is implemented to recognize and reward health professionals.
There is a limit on the number of hours employees can work each week
The probation period is capped at three months, with the possibility of extension for an additional three months under specific circumstances.
A successful probation period leads to an immediate written employment offer. In the case of an unsuccessful probation, termination without terminal benefits occurs promptly.
Re-employment does not necessitate undergoing another probation period.
Unless specified otherwise in an employment contract, the maximum allowable overtime is 30 days.
In Rwanda, the standard payroll cycle is on a monthly basis.
Part-Time: Rwandan law does not provide for any special arrangements for part-time workers.
The working hours in Rwanda are 40 hours per week. The Rwandan Labour Code does not impose daily working time limits, but a communication from the prime minister's 0ffice puts official working hours from 9:00 am to 5:00 pm.
There are the official public holidays in Rwanda:
New Year’s Day: January 1
Day after New Year’s Day: January 2
National Heroes Day: February 3
Good Friday
Genocide against the Tutsi Memorial Day: April 7
Labour Day: May 1
Independence Day: June 1
Liberation Day: July 6
Umuganura Day: August 7
Assumption Day: August 17
Christmas Day: December 25
Boxing Day: December 26
Eid-ul Fitr
Eid-ul-Adha
The work permit duration depends on the requested period and is determined by immigration. A Rwanda PEO/EoR offers this service to help businesses expand with or without an entity set up.
Annual Leave: After completing one year of service, employees are entitled to 18 days of paid annual leave. Additionally, an extra paid leave is granted for every three years of consecutive service, capped at a maximum of 21 days.
Sick Leave: Sick leave can be taken for up to six months, contingent upon providing evidence. The first three months are paid, while the last three are unpaid.
Maternal Leave: This is at least 14 weeks (over 3 months), including a mandatory two-week period to be taken before the due date.
Paternal Leave: For paternity leave, employees are entitled to four working days immediately after the delivery or miscarriage.
Compassionate Leave: Employees are entitled to four days of compassionate leave, and the total duration cannot exceed 10 working days within a calendar year.
The employee is also entitled to circumstantial leave for the following reasons:
Two working days in the case of their civil wedding;
Four working days if their wife gives birth, five working days in case of complications, and one month if their wife dies, leaving an infant aged less than three months;
Seven working days in the case of the death of their spouse;
Five working days in the case of the death of their child;
Four working days in the case of death of their father, mother, father-in-law or mother-in-law;
Four working days in the case of death of their brother or sister;
Three working days in the case of death of their grandfather or grandmother, and
Three working days in the case of their transfer over a distance of more than 30 km from their usual place of work.
Social Security Contribution:
The contributions payable shall be based on the salary of the employee of the private organization in Ethiopia, and the calculation is as follows:
Employer’s contribution – 5%;
Employee’s contribution – 3%
Tax: Personal Income Tax
A Rwanda employer of record can help employers make provision of health insurance policy for their employees. In Rwanda, there is a compulsory healthcare system in operation.
These are mandatory benefits stipulated by law, covering aspects such as probationary periods, annual leave, public holidays, sick leave, maternity leave, paternity leave, overtime pay, notice periods, severance pay, and social security benefits Other common benefits in Rwanda includes a phone allowance, housing allowance, loans, car allowance, and more.
Termination Process: Termination of an employment contract for gross misconduct can occur without notice. In such instances, the employer must notify the employee within 48 hours of the evidence of gross misconduct, specifying the grounds for termination.
Notice Period: The notice must be in writing and include all relevant information. An employee who has worked for less than 1 year is given 15 days (about 2 weeks) notice period, while an employee who has worked for more than 1 year is given 1 month notice. Notice cannot be issued for employees in a probationary period.
Severance Pay: The termination of employment contract due to economic reasons, technological transfer, or sickness for an employee having served for at least 1 year of employment entails the employee’s right to terminal benefits.
Two (2) times the average monthly salary for an employee having less than five (5) years of service with the same company.
Three (3) times the average monthly salary for the employee having between five (5) and ten (10) years of service with the same company;
Four (4) times the average monthly salary for the employee having between ten (10) and fifteen (15) years of service with the same company;
Five (5) times the average monthly salary for the employee having between fifteen (15) and twenty (20) years of service with the same company;
Six (6) times the average monthly salary for the employee having between twenty (20) and twenty-five (25) years of service with the same enterprise; 6. Seven (7) times the average monthly salary for an employee having over twenty-five (25) years of service with the same company.
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Ethiopia 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 Ethiopia. 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 Ethiopia will help you focus on growth for greater levels of success.
Addis Ababa
The probation period in Ethiopia must be at most 60 working days, commencing from the initial date of employment.
Yes
Ethiopian Birr (BS)
Minimum There is no national minimum wage approved yet, the lower tax exempted income which is 600 birr ($15) is considered as a minimum wage rate.
Amharic
Workforce Africa makes it hassle free to hire and manage your remote staff in Ethiopia 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 >>
Although it is not required by law to offer a 13th pay or bonus, bonuses are typical in Ethiopia.
Wage is calculated on daily, hourly, weekly and monthly basis
Employers are not allowed to deduct wages except where it is provided by the law, a court order or a written agreement with the worker. The amount of deduction must not exceed one-third of the monthly wages of the worker.
In case the date of payment (where already decided) falls on a weekly rest day or public holiday, the wages are paid on the preceding working day. Wages may be paid in kind, but it may not be more than 30% of the wages paid in cash.
Probationary periods must be announced in writing and are limited to 60 working days.
Working Hours in Ethiopia
48 hours every week. With mutual consent between the employer and employees, staff may work two extra hours per day, twenty hours per month, or one hundred hours annually during overtime.
The public holidays in Ethiopia are as follows:
Ethiopian Christmas (January 07)
Eastern Orthodox Epiphany (January 19
Adwa Victory Day (March 02)
Ethiopian Good Friday (April 30)
Labor Day (May 01)
Orthodox Easter (May 02)
Patriot’s Victory Day (May 05)
Eid al-Fitr
Derg Downfall Day (May 28)
Eid al-Adha
Ethiopian New Year (September 11)
Meskel (September 27)
Birthday of the Prophet Mohammed (Maulid).
Acquiring a work permit in Ethiopia is a swift process, especially compared to other government services. Obtaining a work permit from the Ministry of Labor and Social Affairs takes up to two days. To apply for a business visa, a foreigner can choose between the convenience of an online application or an in-person submission at the embassy or consulate.
Foreigners must note that obtaining a visa upon arrival is not permissible, necessitating careful preparation with all necessary documents before entering EthiopiaJoin us to acquire invaluable insights into the benefits of outsourcing to Africa, exploring the strategies, efficient management practices, and optimal scaling methodologies.
Elevate your operations and chart a course for sustainable growth in your business. An Ethiopia PEO/EoR offers this service to help businesses expand easily into the country.
Annual Vacation/Leave : All regular full-time employees are eligible to receive 16 (sixteen) working days of paid annual vacation leave, plus 1 (one) additional working day of leave for each additional year of service.
Maternity Leave: female workers are entitled to fully paid maternity leave of 120 working days (30 days antenatal and 90 days postnatal). If a pregnant woman does not deliver within 30 days of antenatal leave, she is entitled to additional leave until she gives birth, but if she delivers before the 30 days period has elapsed, postnatal leave commences.
Sick leave:
Social Security Contribution:
The contributions payable shall be based on the salary of the employee of the private organization in Ethiopia, and the calculation is as follows:
Employer’s contribution – 11% of BS;
Employee’s contribution – 7% of BS
Tax: Corporate tax rate is 30% while VAT is 15% .
In Ethiopia, businesses are not required to offer health insurance to their staff members. Nonetheless, two public insurance programs are managed by the Ethiopian Health Insurance Agency (EHIA):
Social Health Insurance (SHI) is available to public, non-profit, and commercial organizations employees.
The Community-based Health Insurance (CBHI) program is primarily intended to support workers in the area who may not have other coverage.
An Ethiopia employer of record can help employers with the provision of health insurance policy for their employees.
Overtime:
Transportation allowance: According to income tax proclamation N0 286/2002 and directive regulation No 78/2002, what is exempt from tax payable for employees is only up to 15% of the basic salary and in any circumstance the amount of transportation allowance exempted from tax must not be more than 600 Birr.
Termination: Where a contract of employment is terminated, wages and other payments connected due to the worker shall be paid within seven working days from the date of termination; provided, however, that the time of payment may be extended where the worker delays, because of his own fault, to return property or any sum of money which is due to the employer.
One month notice for workers who have completed their probation and have worked for a year
Two months for those who have served for one to nine years
Three months for those who has served for more than nine years
Two months for an employee whose employment is terminated due to workforce reduction.
An employer may terminate a worker’s employment agreement by complying to the following notice period:
Severance: The following rates are applicable for severance pay, which is determined by the length of service:
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Benin Republic 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 Benin Republic. 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 Benin Republic will help you focus on growth for greater levels of success.
Port Novo
A probationary period of three months is customary. Nonetheless, an alternative term may be agreed upon between the employer and employee.
Yes
West African CFA Franc (XOF)
F CFA 52,000 monthly
French
Workforce Africa makes it hassle free to hire and manage your remote staff in Benin Republic 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 >>
Workers must enjoy a rest period of at least twenty-four consecutive hours every seven days.
The length of employment increases the annual leave duration. Two days will be added after twenty years of continuous service, four working days after twenty-five years, and six working days after thirty years in the same organization. The leave may not be taken for more than 30 working days in total during a 12-month employment period; it can continue in the following twelve months.
There is no statutory requirement to pay the 13th or 14th month salary.
The typical work hours are forty hours per week (8 hours a day). In contrast, the average work hours in the agricultural sector are 46 hours per week (2400 hours of labour annually).
There are thirteen paid holidays in Benin Republic:
New Year’s Day (January 1)
Traditional Day (January 10)
Workers’ Day (May 1)
National Independence Day (August 1)
Assumption Day (August 15)
All Saints’ Day (November 1)
Christmas Day (December 25)
The dates for these holidays are liable to change every year:
Easter Monday;
Ascension Day;
Pentecost/Whit Monday;
Korite/Ramadan’s Day
Tabaski Day (Feast of Sacrifice), and
Maouloud’s Day (Birthday of the Prophet
Muhammad, PBUH)
A Benin visa is an official document issued by the government that enables travelling to the nation. It is something that foreigners need to get from an embassy or consulate in the form of a stamp or sticker on their passport.
To remain compliant, employees must get a work permit and business visa. Most of the visas are valid for 30 or 90 days. Foreign nationals cannot obtain visas after they arrive in Benin; they must apply in advance.
A Republic of Benin employer of record can help foreigners get these permits to compliantly do business in the country.
After a year of employment, full-time employees in Ghana are entitled to 15 working days of paid annual leave.
Annual Leave: After completing a year of continuous service, a worker is entitled to 24 working days of paid yearly leave (at the rate of two working days each month of employment).
Maternity Leave: Maternity leave starts eight weeks following the anticipated delivery date and six weeks before. A woman’s maternity leave may be extended by an additional four weeks if she has complications following childbirth. The employee is still entitled to finish her fourteen weeks of maternity leave, as previously estimated, even if the birth occurs earlier than anticipated. The employee is entitled to continue it eight weeks after the birth, even if the delivery happens later.
Paternity Leave: Although the Labour Code does not mention paternity leave, dads may use the three days the Collective Labour Agreement grants after births as paternity leave.
Sick Leave: The provision for paid sick leave is in the Labour Code. The duration of sick leave is contingent upon the length of service. For a duration of service shorter than 24 months, it is 06 months; for a period of service equal to or longer than 24 months, it is 12 months.
Social Security Contribution: Employees: 3.6% of their Gross salary is contributed to social security.
Employers: Social Security Contribution is 16.4% – 19.4% of gross salary (Details: Contribute, 6.4% for pensions, and 9% for family allowance, The risk rate (for industrial injury support) varies between 1% and 4%, for industry and transport sectors the risk rate is 4%).
Employees Tax (ITS): Grill rate
Employers Tax (VPS): 4% gross salary
VAT: 18% (goods and services)
Corporate Tax Rates: 30% (in general)
A Republic of Benin employer of record/PEO can help employers make provision of health insurance policy for employees and their dependents.
Law No. 2020-37 of February 3, 2021 on the protection of people's health in the Republic of Benin, requires all employers to subscribe to health insurance for all their staff, in both the public and private sectors.
Overtime work during the day is compensated at the following rates – 112% of a regular hourly rate for the 41st to the 48th hour and 135% of the hourly rate beyond the 48th hour.
The Labour Code has no clause mandating businesses to pay compensation bonuses to their night workers.
However, employees are paid at a premium rate of 150% of the regular wage rate for hours worked during the workday if they are required to work overtime during nighttime, which is between 21:00 and 5:00. Workers who work overtime on Sundays, the weekly rest day, and public holidays are paid a premium rate that is 200% of their regular pay rate.
During maternity, an employee is qualified for required benefits in kind and accessible healthcare.
Termination: Either party in a labour agreement may end an employment contract. An employer may terminate a contract with an indefinite duration for these reasons: employee’s health, incapacity to work, competence, or behaviour (personal reasons); or the needs of the business, such as organizational or technological changes, financial hardship, or business closure (economic reasons). The employer must give written notice if the dismissal is for personal reasons. The dismissal letter must state the grounds for termination and other related details.
Notice: Depending on the employee’s service length, an employer may need to give a reasonable notice period before ending the employment relationship. The notice time for ending an indefinite-term contract is as follows: one month for employees, workers, and labourers; three months for supervisors, executives, and equivalents; fifteen days for hourly workers. The minimum notice time under the law is equivalent to the probation period. The worker still works under the same terms and circumstances during the notice period, except having two days per week to look for a job.
Severance: On termination of employment (due to redundancy or any other reason other than lack of capacity or misconduct), employers may be obligated to pay a severance allowance.
According to the law, severance pay is due in the event of a breach of the employment contract at the following rates: 30% of the annual salary for each of the first five years, 35% of the annual salary from the sixth to the tenth year; and 40% of the annual salary after the tenth year.
Severance compensation rates for economic reason terminations are 35 per cent, 40 per cent, and 45 per cent, respectively.
If an employee’s gross misconduct results in the termination of his employment contract, he is not entitled to severance pay.
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Togo 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 Togo. 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 Togo, will help you focus on growth for greater levels of success.
Lome
The employment law provides a probationary period of a maximum of 6 months.
Yes
West African CFA Franc (XOF)
CFA 52,500 Monthly
French
Workforce Africa makes it hassle free to hire and manage your remote staff in Togo 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 >>
If the employee and employer agree, accumulated leave may be carried forward for a maximum of two years.
Payroll cycle is monthly basis.
In Togo, 13th month wage is not mandatory.
Employees, workers, and other individuals on permanent contracts: one-month probation (non- renewable)
Technicians, supervisors, and related professions can be placed on a three-month probationary period (renewable once)
Managers: a non-renewable six-month probation.
Female workers are entitled to paid nursing break of 1-hour duration for new mothers to breastfeed their child(ren) until a child is fifteen (15) months old.
In accordance with the labour law, an employer cannot discriminate against an employee on the basis of sex, race, colour, religion, ethnicity, political or philosophical opinion, social origin, legal status, ancestry/place of birth, state of health or disability.
Statutory working hours are 40 hours per week
There are twelve official holidays in Togo:
New Year’s Day (January 01)
Easter Monday
Independence Day (April 27)
Labor Day (May 01)
Eid al-Fitr
Ascension Day
Whit Monday
Martyr’s Day
Eid al-Adha
Feast of Assumption
All Saint’s Day
Christmas Day (December 25)
For entry into Togo, citizens of Benin, Guinea, Ghana, Mali, Senegal, and Niger, as well as holders of diplomatic passports from China and Morocco, are not required to have a visa. In Togo, the following types of work visas are available:
Business Visa: This visa is applied for by non-residents who are coming to Togo for business. This visa has a ninety-day validity period.
Visa for Immigration: Non-residents who plan to live and work in Togo for an extended period must apply for an immigration visa. A Togo PEO/EoR can help foreigners with these permits to compliantly do business in the country.
After a year of employment, full-time employees in Ghana are entitled to 15 working days of paid annual leave.
Annual Leave: In Togo, workers are entitled to 2.5 days of vacation per month, or 30 days of annual leave.
Sick leave: This clause guarantees that ill employees will receive pay for the first six months of any illness that causes them to miss work. The benefits are cumulative and can be summed up as follows:
As part of the implementation of universal health care;
Social security contribution becomes 31.5%,
January 2024 (confers decree 2023-096),
22.5% for employers and 9% for employees.
VAT: 18% while corporate tax is 27%
A Togo employer of record can help employers make provision of health insurance policy for employees and their dependents. Insurance is a legal requirement, and the coverage rate is to be determined by the employer. Medical benefits are available for insured workers and these include hospitalisation, medicine, transportation and rehabilitation expenses.
According to labour contracts in Togo, the overtime compensation is as follows:
41–48 hours: 20% of the hourly rate.
Above 48 hours: 40% of the hourly wage
Working on Sundays and public holidays: 65% of regular pay
The employee is entitled to leave encashment if their employment contract expires before they have used up all of their yearly leave
Termination: An employer or an employee may terminate a fixed-term contract for any reason, including misconduct, expiration, cancellation, or judicial settlement. The decision must be documented if both parties decide to end the agreement.
Notice: Although the employer or the employee may end an employment contract without giving notice, the Togolese labour code requires a notice period or payment instead of notice following the probationary period.
The following are the notice periods:
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Ghana 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 Ghana. 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 Ghana, will help you focus on growth for greater levels of success.
Accra, Kumasi
Although the labour act does not specify a maximum probationary period, the collective bargaining agreement will determine the length. The duration needs to be planned and reasonable.
Yes
Ghanaian Cedi (GHS)
The daily minimum wage stands at 14.88 Cedis
English
Workforce Africa makes it hassle free to hire and manage your remote staff in Ghana 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 >>
In Ghana, an employment contract is required for work beyond six months. The employment contracts or collective agreements regulate overtime work. There are restrictions on how many hours employees may put in when asked to work on holidays or beyond the regular weekly hours. These restrictions are in place for 48 hours weekly, with different maximum hours children can work.
Payroll frequency is monthly and there are no provisions in the law regarding 13th salaries.
A typical workweek consists of forty hours, commonly broken down into five days of eight hours each. The workweek may be extended to forty-eight hours in some sectors.
There are 13 paid public holidays in Ghana. They are:
New Year -January 1
Constitution Day – January 7
Independence Day – March 6
Good Friday- The date varies
Easter Monday – The date varies
Workers’ Day- May 1
Eid-Ul-Fitr – The date varies
Eid-Ul-Adha – The date varies
Founders’ Day – August 4
Kwame Nkrumah Memorial Day – September 21
Farmer’s Day – First Friday of December
Christmas Day – December 25
Boxing Day – December 26
Applicants must either be prepared to start their own business in Ghana or have an employer there to receive a work visa. It's important to note that work and resident permits are granted concurrently. Individuals who want to work in Ghana cannot obtain a residence permit without a work visa. Furthermore, the only people who can apply for residence permits alone are the dependents of those who have work visas. Having an employment contract with a registered Ghanaian company or starting your commercial operations in the nation is the main prerequisite for obtaining a work visa, which is only granted to those eighteen (18) years of age and above. A Ghana PEO/EoR offers this service to foreigners who want to explore the market.
After a year of employment, full-time employees in Ghana are entitled to 15 working days of paid annual leave.
Sick Leave: While paid sick leave is not required by law, it must be deployed after an employee presents a doctor’s report.
Maternity Leave: In Ghana, pregnant workers are entitled to 12 weeks of paid maternity leave. For multiple or troubling births, the leave lasts for 14 weeks. Mothers are entitled to an hour of workday leave for nursing after returning from maternity leave, up until the child becomes one year old.
Paternity Leave: The law does not cover paternity leave.
Bereavement Leave: Employees who lost close family members are entitled to compensated time off.
Social Security Contribution: Employers contribute 13%, and 5.5% is deducted from the employees’ salary.
VAT: The standard rate in Ghana is 15%
Income Tax (PAYE):
A Ghana employer of record/PEO can help employers make provision of health insurance policy for employees and their dependents. Health Insurance for employees is not mandatory but it is a common practice. The government health insurance program covers every citizen in Ghana for essential medical treatments.
For hours worked beyond the standard 40 hours per week, employees are compensated at 150% of their regular pay. Additional benefits include:
Private health insurance
Holiday bonuses
Housing
Meal vouchers
Private pension (under Provident Fund)
Termination: If there is a valid reason, an employer can terminate an employment contract. Employees who believe their termination was unfair can file a claim with the labour court, and in some circumstances, they can be allowed to get their jobs back.
The following are permissible grounds for terminating an employment contract as specified by the labour law:
Notice: Workers on a contract lasting less than three years are entitled to two weeks’ notice; weekly workers are entitled to seven days’ notice. Longer-term employees are entitled to one month’s notice. No notice is required if an employment contract has an “at will” clause. However, if there isn’t an “at will” clause, written notice of termination is necessary.
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Cameroon 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 Cameroon. 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 Cameroon, will help you focus on growth for greater levels of success.
Yaoundé
The notice period for terminating an employment contract in Cameroon varies depending on the employee's length of service; less than a year is one month, between 1-3 years is two months, and more than three years is three months.
Yes
Central African CFA Franc (XAF)
Public Sector: XAF 41,875 per month
French and English
Workforce Africa makes it hassle free to hire and manage your remote staff in Cameroon 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 >>
A formal agreement is necessary between employers and employees. An employee can be placed on probation for up to six months, including renewals. If the worker is a manager, the period might be increased to eight months. Regular hours and overtime pay rates are also written in the employment contracts or collective conventions of each sector.
The typical workweek is 40 hours, or eight hours per day, from Monday through Friday.
There are 11 national public holidays in Cameroon, four of which are holidays that do not have fixed dates. The holidays are:
New Year’s Day – January 1
Youth Day – February 10 – 11
Good Friday
Labor Day – May 1
Ascension Day –May 21
National Unity Day – May 20
Assumption of Mary – August 15
Eid ul-Adha
Eid- ul-Fitri
Prophet’s Birthday
Christmas Day – December 25
The requirements for a work visa and work permit in Cameroon vary depending on foreigner’s nationality and the work he will do. However, some general requirements include:
A passport valid for at least six months for a foreigner who intend to work or stay in Cameroon for an extended period.
A medical certificate stating the foreigner is fit to work
An offer from an employer in Cameroon
A criminal background- check.
A Cameroon EoR offers this service to help businesses manage their clients.
Annual leave: Workers shall be entitled to paid leave of two (02) working days per month of effective service. Hence, annual leave of 24 working days for each year of service. The leave policy is to pay 12 months’ salary for 11 months worked and leave must be taken. Leave shall be binding on both the Employer and the Worker. It is designed to help the Worker have rest.
The annual leave shall be taken at once. However, individual arrangements may result in
Exceptional or Compassionate leave: Section 64 of the Collective convention of commerce enables employees to be granted special leaves on the occasion of some family events. These events are listed below with appropriate periods of absence:
Such special leave shall be paid within the limits and deadlines specified. Provided that in number they do not exceed twelve working days per calendar Year. At the worker’s request, but still by the agreement of the parties, the special leave of absence may be extended beyond the specific time limit authorised for each event and be above the limit of twelve working days. This extra time shall be deducted from the annual leaves (as stated in 1.B above) or be considered as non-paid special leaves at the discretion of the worker.
Maternity Leave: Every pregnant woman is entitled to 14 (fourteen) weeks of maternity leave starting 4 (four) weeks before the due date of confinement. Such leave may be extended by 6 (six) weeks in case of a dully certified illness resulting either from pregnancy or confinement. During such leave, the employer shall not terminate the employment contract of the woman in question. Where the confinement occurs before the due date, the rest period shall be extended so that the worker receives the full 14 (fourteen) weeks of leave to which she is entitled.
Where the confinement occurs after the due date, leave taken before may be extended to the date of confinement without such extension leading to the reduction of the postnatal leave.
Apart from the various benefits provided for by legislation in matter of social and family welfare, the woman shall be entitled, during the maternity leave, to a daily allowance, payable by the National Social Insurance Fund and equal to the amount of the wages, actually received at the time of suspension of the employment contract; she shall retain the right to benefits in kind.
Furthermore, for a period of 15 (fifteen) months following the birth of the child the mother shall be entitled to nursing breaks. The total duration of the breaks shall not exceed 1 (one) hour per working day.
Sick Leave: The maximum entitlement to sick leave for an employee is six (6) months. If the employee is unfit for work because of his own personal illness or injury; or because of a work related or professional sickness. This illness should be duly certified by a medical practitioner approved by the employer or one belonging to a hospital establishment recognized by the state, for a period not exceeding six (6) months; this period shall be extended until such a time when the worker is replaced.
Personal Income Tax: This is calculated per a graduated scale provided by the tax code;
Other statutory deductions are:
Social Security: All workers, including government contractors, trainees, and apprentices, are required to contribute to social security at a rate of 4.2% of their gross pay. The annual ceiling for social security benefits and contribution purposes is capped at XAF9 million, with the maximum monthly earnings of XAF750 000.
It is mandatory for employers to provide health insurance to employees in Cameroon. A Cameroon employer of record can help employers make provision of health insurance policy for employees and their dependents.
Employers pay employees 13th month's salary at the end of the year. The following rates apply to overtime compensation:
20% of the hourly wage for the first eight hours
30% of the hourly wage for the next eight hours
40% of the hourly pay for the third instalment of hours, up to 20 hours each week;
And 40% of the hourly wage for overtime work completed on Sundays.
An employment contract with no particular duration can be terminated at any time by either party. The party initiating the contract termination requires notice of the termination in writing.
The parties must respect a notice period of termination, considering the contractual agreement, seniority level and category, ranging from 2 weeks to 4 months.
The duration of employment determines severance pay and is equivalent to a percentage of the total monthly salary per year of service. 20% of the annual monthly salary during the first five years of employment. From the sixth to the tenth year of employment, 25% of the annual monthly wage is paid. 30%, 35%, or 40% are calculated on the annual salary of ex-employees who served from eleven to twenty-one years.
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Mauritius 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 Mauritius. 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 Mauritius will help you focus on growth for greater levels of success.
Port Louis
Employment agreements notice period is at least 30 days. The length of service affects how much notice is required.
Yes
Mauritian rupee (¢, MUR)
The Mauritian minimum wage is set at Rs11,575 monthly
Mauritian Creole, French and English
Workforce Africa makes it hassle free to hire and manage your remote staff in Mauritius 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 us, you can now focus more on strategic activities and growing your business. These items include >>
The following guiding principles are outlined in statutes that govern employment regulations in Mauritius:
The Act on Employment Relations
The Act of 2019 to Amend Employment Relations
Employee Rights Acts.
For the workforce of Mauritius, these regulations specify measures for workers’ rights and employee protections. Workers in Mauritius are shielded from discrimination based on age, ethnicity, religion, sexual orientation, and gender expression. During the hiring process, some questions that may come up are about guaranteed paid time off, overtime rates, and the minimum wage.
Probation Period: There is no legal length of probation period in Mauritius. Generally, it may range from 1 month to 6 months which may be renewable once
Payroll Cycle: Employee payments are made in equal monthly instalments, payable in arrears, on or before the last working day of each calendar month.
The employer's bonus is determined in this way: employees may get 75% of the bonus no later than five clear working days before December 25 of that year, and the other 25% will be paid no later than the final working day of that year.
A regular workweek is 45 hours for all employees .This total work hours do not include the time set out for meals, tea breaks, and other breaks. The additional hours an employee may work is up to them and their employer. Workers are entitled to a minimum of one 24-hour rest day every week. If the job is five days a week, the worker must put in nine hours each of the five days, except on public holidays.
Employees working six days a week, excluding public holidays, must put in eight hours of work on any five days and five hours on the remaining day. With a few exceptions, no employer may require workers to labour at night for five nights. When an employee requests flextime, their employer may agree to give them more flexibility in their working hours if, for example, they cannot rearrange their workload or if their job is of a lower level. Employers cannot hire young people between 10 p.m. and 5 a.m.
There are 15 public holidays in Mauritius. Seven of these are fixed holidays:
1st and 2nd January (New Year)
1st February (Abolition of Slavery)
Independence and Republic Day (National Day) – 12 March
1st May (Labour Day)
2nd November (Arrival of Indentured Labourers)
25th December (Christmas)
The remaining eight public holidays are religious festivals with dates that vary from year to year. These are:
Chinese Spring
Thaipusam Cavadee
Maha Shivaratree
Ugaadi
Eid-ul-Fitr
Ganesh Chaturthi
All Saints’ Day
Divali
For citizens from other countries who want to visit Mauritius, there are several kinds of visas available:
Permit for Work
Occupational License
The Exemption Certificate
For most employees, a work permit is required. They require a residence permit in addition to this document.
Foreign nationals can live and work in Mauritius with an occupation permit, a combination of a work permit and a residency permit. Nevertheless, only those candidates who fit into these categories—sponsored professionals, investors, and independent contractors—are eligible for this permit.
To be granted a work permit in Mauritius, an applicant must be between the ages of twenty and sixty. Workers with specialized knowledge may be exempt from this requirement. Also, married foreigners to citizens of Mauritius receive an exemption from obtaining a work permit. Employees residing in Mauritius for three years must get a 'Permanent Residence Permit', valid for only ten years.
Applications for work permits from foreign corporations will only be approved if the foreign company is incorporated in Mauritius. You can still fulfil this condition even if your business has no entity in Mauritius with a Mauritius EoR service provider.
Annual leave: After six months of continuous service, without any absences, an employee is eligible for 1 day of leave per month up to the 12th month of continuous service. Upon completion of 12 months of continuous service, an employee is eligible for 22 days of annual leave per year. When an employee has not taken or been granted all the leave to which he is entitled, he shall be paid a normal day’s wage in respect of each day’s leave still due to him at the end of the period of 12 consecutive months.
Sick leave: After six months of continuous service, without any absences, an employee is eligible for 1 day of sick leave per month up to the 12th month of continuous service. Upon completion of 12 months of continuous service, an employee is eligible for 15 days of sick leave per year. If an employee has not taken sick leave to which he is eligible upon completion of 12 consecutive months, any outstanding sick leave shall be accumulated to a maximum of 90 days (about 3 months).
Breastfeeding break: Where a female employee is nursing her ’unweaned’ child, she shall, for that purpose, be entitled daily for 6 months:
(a) 2 breaks of half-hour each or; (b) One break of one hourPaternity leave: Where a spouse of a male employee, who is in continuous employment for a period of 12 consecutive months, gives birth to a child, the male employee shall be entitled to a paternity leave of 5 continuous working days. If the male employee has worked less than 12 months of continuous employment, the latter will be entitled to the same leave without pay.
Special Leave: When an employee remains in continuous employment with the same employer for a period of 12 consecutive months, the latter is entitled to:
Taxes: Income is taxed at 15% and employees are eligible to income exception threshold based on their family status.
CSG
Employer - 3% for a salary 50,000 Rs/month
Employee - 1.5% for a salary 50,000 Rs/month
NSF
Employer - 2.5 % of basic salary, capped at 608 Rs/month
Employee - 1% of basic salary, capped at 243 Rs/month
Levy
Employer - 1.5% of basic salary
Employee - Not applicable
Obligatory pension plan
Employer - 4.5% of monthly remuneration. No PRGF contribution is payable in respect of an employee who draws a monthly basic wage or salary of more than Rs. 200,000.
Employee - Not applicable
A Mauritius employer of record (EoR) can help employers make provision of health insurance policy for employees. Employers are required to provide their employees with medical insurance coverage.
a. This policy provides compensation to employees in the event of death, permanent disability, loss of members, or temporary disability resulting from an accident.
b. It protects employers in the event of a work accident resulting in the death or injury of an employee or in the event of illness due to employment.
c. provides employees with coverage for medical expenses, including hospitalization, outpatient care, and prescription drugs.
Public Holidays: An employee is eligible to twice the rate at which the work is remunerated when performed during the normal hours of a weekday. After normal working hours, they are eligible to receive 3 times the rate.
Normal working day: After normal working hours during a normal working day, an employee is eligible to one and a half (1.5) times at which the work is remunerated when performed during the normal hours.
Cyclone: If an employee is required to work on a day on which a cyclone warning class 3 or 4 is in force, the employee is entitled to an allowance equal to 3 times the basic rate per hour in respect of every hour of work performed and adequate free meals.
Meal allowance: Rs. 85.00 – Applicable once first 11 hour is completed.
Mauritius has a legal requirement for a 13-month bonus paid in December. Employees who had been employed continuously by the same company as of December 31st of that year are eligible to receive a bonus payment equal to one-twelfth of their annual salary.
Termination Process: If a reasonable cause is proven, such as dishonesty, negligence, fraud, or any other offences relating to the workplace, employee contracts may be cancelled. Otherwise, staff members must be notified beforehand if the choice is business-related.
Notice Period: Employees in Mauritius are entitled to a notice period of at least 30 days. Employment agreements may provide extended notice periods, which can be at least 30 days. Workers who have worked for a company for three years or more are entitled to three months’ notice in advance.
Severance Pay: The calculation of severance benefits is based on the duration of employment and the rationale for a dismissal. The severance payout will be equivalent to one-quarter of a month’s wages multiplied by the employee’s length of service if the termination is deemed justified due to the employee’s behaviour. In all other cases, severance pay for wrongful (or solely economic) terminations is equivalent to three months’ salary for each year the worker was employed by the company.
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Tunisia 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 Tunisia. 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 Tunisia, will help you focus on growth for greater levels of success.
Tunis
This depends on the type of employment. The probation period ranges from 6 to 9 months.
Yes
Tunisian Dinar (TND)
2.06 per hour Tunisian Dinars for a 48-h0ur working week and 2.11 Dinars per hour for a 40-hour per week.
Arabic
Workforce Africa makes it hassle free to hire and manage your remote staff in Tunisia 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 >>
Payroll Cycle: Monthly
13th-month salary: Not mandatory by law but customary for companies
Employers must receive the permission of the Labor Inspector before employees can work overtime. The total number of work hours, regular plus overtime, cannot exceed 10 hours a day and 60 hours a week. Accordingly, overtime cannot exceed 12 hours in a 48-hour week or 20 hours in a 40-hour week. Overtime pay depends on whether the employee is working a 48-hour or 40-hour week.
48 hours a week or 40 hours a week, depending on the applicable collective labor agreement or employer policy. A work week consists of 5 days (Monday – Friday) and should not exceed 48 hours. A worker should not exceed 10 hours per day or 60 hours per week.
Paid holidays include:
New Year’s Day (January 1)
Revolution and Youth Day (January 14)
Independence Day (March 20)
Martyr’s Day (April 9)
Labor Day (May 1)
Eid Al-Fitr (varying date)
Eid Al-Adha (varying date)
Republic Day (July 25)
Islamic New Year (varying date)
Women’s Day (August 13)
Evacuation Day (October 15)
Mawlid (varying dates in October, November)
All foreigners staying in Tunisia for more than 3 consecutive months or 6 non-consecutive months in a calendar year need a residence visa. Two categories of residence permit exist:
Temporary Residence Visa: This one-year document is for foreign nationals who do not intend to establish permanent residence.
Visa for Permanent Residence – Foreigners who have resided temporarily in Tunisia for five consecutive years are granted a visa for permanent residence.
A residency permit is typically issued on a two-year renewable basis. With each new work agreement, these permits need to be renewed. Renewals of residence permits may be valid for up to five years. A Tunisia Employer of Record (EoR) offers this service to help businesses manage their clients.
Annual leave: An employee who has completed at least 1 month of actual work with the same employer is entitled to annual leave at the rate of 1 day per month with the total duration of annual leave not exceeding 15 calendar days per year, which shall include 12 working days in a year. This period increases with an increase in the length of service.
Sick leave: The Tunisian law does not make provision for sick days. However, employees must inform their employer within 48 hours of the illness and provide a medical certificate. Eligible employees receive payments while on sick leave from social security.
Maternity leave: An employee is entitled to 30 days of paid maternity leave on the birth of a child. In case of illness or complications arising due to pregnancy and confinement, an employee is entitled to an additional 15 days’ leave.
Breastfeeding break: A female employee is entitled to 2 paid nursing breaks, each of 30-minute duration, to breastfeed their child until the child is 12 months old. One break is fixed during the morning work, and the other during the afternoon. They can be taken by mothers at the hours fixed by agreement between them and the employers. The breastfeeding breaks are in addition to the normal breaks an employee receives during the working day, and they are counted in the working hours of such an employee.
Paternity leave: The spouse is entitled to 1 day of paid leave for the birth of the child. This leave can be taken in a period of 7 days calculated from the date of birth of the child.
Public holidays: The hours lost as a result of a public holiday or day off can be recovered within 6 months following the interruption of work. The hours thus recovered are paid at a regular rate. Even when recovering the lost working hours, the total hours of work cannot exceed 60 hours per week.
Military leave: An employee who has had to leave their job because they have been called up for military service in any capacity has the right to resume their job in the same professional category with the same employer.
Employees must be subject to the following social security contributions:
Social Security - 9.18%
Employers have the obligation to pay the following contributions in respect of each employee;
Social Security – 16.57%
Housing Levy – 1%
Workplace accident – ranging from 0.4% to 4%, depending on the business sector. Normally a rate of 0.5% applies to most industries.
A Tunisia employer of record can help employers make provision of health insurance policy for employees. For employees to receive sickness benefits, they must have at least 50 days of covered employment in the last two quarters or 80 days in the last fourth quarters before sickness began. The insured employee receives 66.7% of their daily average earnings for 180 days after a five-day waiting period. For up to 180 days a year for each next year, they receive 50%.
All overtime work must be compensated by the following percentages in addition to the base salary:
Full-time employment of 48 hours per week – 75%;
Full-time employment of fewer than 48 hours per week – 25%
Up to 48 hours and 50% thereafter;
And part-time employment – 50%.
Other typical supplemental benefits in Tunisia include performance-based bonuses.
Termination process: An employer must provide a compelling and legal reason for terminating an employee. The employee has the right to appeal their case before a discipline council prior to being fired.
Notice period: Written notice of one month’s worth of work is required.
Severance pay: Employees are entitled to severance pay unless they are fired for misconduct. For every month of employment, one day’s pay is subtracted from the total. Three months’ worth of pay is the maximum amount of severance.
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Morocco 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 Morocco. 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 (EoR) in Morocco, will help you focus on growth for greater levels of success.
Rabat
The length of service and the employee's job function both affect how much notice is required.
Yes
Moroccan Dirham (MAD)
Public Sector: MAD 3,500/month; Private Sector: MAD 2,902 per month, MAD 16.31 per hour
Arabi, Moroccan Berber
Workforce Africa makes it hassle free to hire and manage your remote staff in Morocco 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 >>
Payroll Cycle: The payroll frequency is generally monthly. Salary is typically paid on the last day of the month.
Overtime: The Moroccan labour code implies that employees should work 10 hours a day, including overtime.
13th/14th-Month Salary: The law has no provisions regarding the 13th month’s salary. However, paying 13th/14th-month and seniority bonuses is standard practice.
Probation Period: For indefinite-term contracts, three months is the probation period for executive/managerial positions and a month and a half for employees. The probation period can be renewed once. For fixed-term contracts: – If the contract duration is less than six months, one day per workweek up to a maximum of two weeks. One month if the contract’s duration is more than six months.
Vacation: An employee who has worked for six months continuously gets 1.5 days of leave per month, up to 18 paid days of annual leave.
The standard work week in Morocco is Forty (40) hours (about 2 days), or 8 hours a day (Mondays to Fridays). Most businesses, offices, and establishments start work from 9 AM to 5 PM.
There are 13 national public holidays in Morocco, four of which are Muslim holidays that do not have fixed dates. The holidays are:
Throne Day – July 30th
Oued Ed-Dahab Day – Aug. 14th
Revolution of the King and People Day – Aug. 20th
Birthday of King Mohammed VI (Feast of Youth) – Aug. 21st
Feast of the Green – Nov. 6th
Independence Day – Nov. 18th
Date Varies:
Islamic New Year
The birthday of the Prophet
Eid al Fitr (the end of
Ramadan) and
Eid al Adha (Feast of Abraham’s Sacrifice).
Foreigners who wish to work in Morocco must obtain a work permit (attestation de travail) issued by the Agency Nationale de Promotion de l'Emploi et des Competences (the National Agency for the Promotion and Employment of Skills (ANAPEC). The Ministry of Labour and Professional Integration claims that all employers looking to sponsor foreign nationals for employment in Morocco must do so through the online Taechir portal. A Morocco EoR offers this service to help businesses manage their clients.
Annual Leave: An employee who has worked for six months continuously accrues 1.5 days of leave per month, up to the usual 18 paid days of annual leave. Every five years, the length of paid yearly leave is extended by one and a half days, up to a maximum of 30 days (or roughly four and a half weeks) of annual leave. A total of two years may pass before annual leaves can be carried over.
Sick Leave: Employees can take sick leave if they’ve contributed 54 days (about two months) of work in six months of coverage. They receive four paid sick days each year as a perk. If the absence is expected to last four days, the employee must provide a medical certificate to justify his lack.
Maternity Leave: Pregnant employees have 14 weeks of paid maternity leave (around three months). The repartition may be as follows: 7 weeks (about one and a half months) may be taken before birth and seven weeks (about one and a half months) after.
Breastfeeding Break: The first year after maternity leave, an employee is entitled to two paid 30-minute breastfeeding breaks, one in the morning and one in the afternoon. This break stands apart from any additional rest times the company may offer.
Paternity leave: Fathers have a right to three days of compensated paternity leave.
Bereavement Leave: Employees are entitled to up to three days of leave if their spouse, kid, grandchild, parent, or stepchild passes away. 2 days off work in honour of the passing of a brother, parent, or spouse of an employee.
An employee’s marriage: 4 days of vacation, including two paid days.
Two days of leave are granted for a kid or stepchild of an employee’s wedding.
Three days are allowed for the passing of an employee’s spouse, child, grandchild, ascendant, or child from a prior union.
Two days of leave are granted if an employee’s brother, sister, or ascendant dies.
One paid day off is available if a worker’s spouse, parents, or child dies.
Death of a sibling of an employee or a spouse’s sibling or parent: 2 days of unpaid leave.
Child circumcision: two days off.
Surgery for a dependant child or spouse: 2 days off.
The employee receives one unpaid leave of absence for examinations, participates in an official international or national competition, or carries out a national sports course.
Muslim employees are entitled to a unique, unpaid leave that cannot last longer than 30 calendar days once during their employment to perform the Hajj. The employee is not entitled to receive any other holiday during this time.
Employees must be subject to the following social security contributions:
CNSS – 2.26%
AMO – 4.48% (compulsory health care insurance)
Employers have the obligation to pay the following contributions in respect of each employee;
AMO 4.11% of (basic salary + any bonus + commissions)
CNSS 8.98% of (basic salary + any bonus + commissions) capped to 6000 MAD
Family contribution 6.4% of (basic salary + any bonus + commissions)
Professional tax 1.6% of (basic salary + any bonus + commissions)
Tax: Income is taxed on a range of 0-38% and employees are eligible for income exception threshold based on their family status.
A Morocco Employer of Record (EoR) can help employers provide health insurance policies for employees and their dependents.
AMO – mandatory health insurance employer's contribution rate: AMO 4.11% of (basic salary + any bonus + commissions)
Employee contribution rate: AMO 2.26% of (basic salary + any bonus + commissions) AMOs allow insured persons and their dependents to benefit from partial coverage of several healthcare benefits. It covers the following, amongst others: Outpatient care (medical consultations, tests, dental care, optical services, radiology, prescription drugs, etc.), hospitalisation and maternity care.
Regardless of the policy employees are subscribed to, the reimbursement or the direct payment of a part of the health care costs by the essential AMO organisation, the other amount remaining at the insured's expense. The insured can take out supplementary insurance policies to cover the remaining costs.
However, if a severe or disabling illness requires long-term care or costly care, the part remaining to be paid by the insured is totally or partially exempted. Reimbursement rates differ depending on the AMO's managing body, the nature of the illness/pathology, the benefit, etc.
The applicable legal texts set these rates and can be provided by the organisation.
Cases where the employer must calculate overtime:
If an employee performs overtime work between 6 am and 9 pm, they are entitled to a premium of 25% on ‘taux horraires’, 50% of the regular hourly wage for work performed between 9pm and 6am
If an employee works on a public holiday, they should be remunerated twice the daily rate.
Employees are entitled to a minimum of 24 hours of rest each week, from midnight to midnight. They are also required to be given weekly rest on either Friday, Saturday, Sunday; or the day of the weekly market.
Any overtime work required on a weekend/rest day/Sunday is compensated at between 150% and 200% of the regular salary rate of pay, dependent on the employee’s collective agreement/contract.
Termination Process: A fixed-term contract may be terminated by the employer for any of the following reasons: business, personal, or employee misconduct. It necessitates notice and justification in writing for the termination. A warning must be given, and the employee can defend their actions if the reason is misconduct.
The notice period is one month for employees with less than a year of service
The notice period is two months for employees with one to five years of service.
The notice period is three months for employees with more than five years of service.
A shorter service period. An eight-day notice period is required.
1 – 5 years of service, there is a month notice period.
The notice period is two months for employees with more than five years of service.
If an employee has at least six months of service, employers must pay severance pay (if applicable) at a rate of 96 hours of pay per year of service, rising to 144 hours per year after five years of service, 192 hours per year after ten years, and 240 hours per year after fifteen.
The average pay earned over the 52 weeks before the contract’s termination determines the hourly severance rate.
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Ivory Coast 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 Ivory Coast. 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 Ivory Coast, will help you focus on growth for greater levels of success.
Abidjan, Yamussoukro
A notice period of eight days, fifteen days or one month depending on the job role and salary.
Yes
West African CFA Franc (XOF)
75,000 CFA
French
Workforce Africa makes it hassle free to hire and manage your remote staff in Ivory Coast 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 >>
An employer can offer two different kinds of contracts to employees in Ivory Coast. The fixed-term contract which can be renewed without any limit for up to 2 years and a Permanent contract. After a period of 2 years a fixed term contract must be converted to a permanent contract according to the labour law. When a fixed term contract comes to its natural end, an employer must pay the below to the employee.
A Cote D'Ivoire Employer of Record is critical for global business in ensuring compliance with employment contracts in the country.
The typical workweek in Ivory Coast is 40 hours, or eight hours per day, from Monday through Friday
Paid holidays include:
Employers are responsible for obtaining work and residence permits for their expatriate employees. Foreign investors must obtain an expatriate quota permit to employ expatriates. An Ivory Coast EoR offers this service to help businesses manage their clients.
After one year of employment, workers are entitled to a minimum of 26 working days of paid vacation. There must be one 14-day stretch used annually. As service time increases, so does the number of days,.
Sick leave is paid and cannot last more than 6 months according to inter professional collective agreement, and it should be justified by the worker with medical certificate no later than 3 days.
In Ivory Coast, female employees are entitled to 14 weeks of paid maternity leave, with at least six weeks of leave before the due date and eight weeks of leave after the birth.
A father in the Ivory Coast is entitled to ten paid paternity leave days, which are covered by the family allowance.
An employer of record in Cote d'Ivoire plays a vital role in managing statutory deductions on behalf of an employer. These deductions typically include:
An Ivory Coast employer of record helps employers make provision of health insurance for employees and their dependents. This is mandatory for all employers. Employers usually provide anything from 80% coverage to 100% coverage.
A minimum transportation allowance of 30,000XOF is statutory, a 13th month allowance is statutory (on a pro-rata basis equal to the number of months worked for the year), health insurance is statutory for the employee and their dependents.
A contract may be terminated by providing the required notice period (must be in writing) and pay all required severance. The notice period is set forth in employment law and vary based on the job and salary, but in general, they are as follows:
During Probation, no notice is necessary; for service between one and six years, notice of 8 days, 15 days or one month is required. These notice periods must be provided by the Employer and the Employees.
When an employer terminates a fixed term contract before its end date the employer is required to pay the severance below to the employee.
However, terminating an indefinite contract is a bit more complex, an employer is required to provide notice in writing to the employee and provide the below as severance.
And lastly, an employer is also required to give an employee two days off work each week during the notice period or pay this to the employee as salary. These leave days enable the employee to look for a new job and attend interviews.
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Egypt 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 Egypt. 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 Egypt, will help you focus on growth for greater levels of success.
Cairo, Alexandria, Giza
At will, with minimum of one week’s notice.
Yes
Egyptian Pounds
EGP 1,200
Arabic
Through our Workforce Africa Employer of Record service, we support clients who want to expand and grow their business in Egypt. As opposed to setting up a local entity, which is quite time-consuming and costly, Workforce Africa helps its clients compliantly onboard new employees and commence their operations in Egypt within 48 hours (about 2 days). We help you achieve this in four (4) simple steps:
In Egypt, all employers must give their employees a written agreement in Arabic adequately stating the employee’s position and job description/functions, compensation, benefits and other terms and conditions of the contract.
Regular hours and overtime pay rates are set in employment contracts or collective bargaining agreements. Stipulated work hours are 40-45 hours (about 2 days) per week (5 days) excluding 1-hour break.
Public holidays are proclaimed each year but these are the official holidays:
Employers are responsible for obtaining work & residence permits for their expatriate employees. Granting a work permit to a foreigner takes into consideration the following conditions:
Employees are entitled to 21 paid leave days per annum. The employee is eligible to proceed on leave three (3) months following the hiring date.
The Employer contributes between 19.75%- 20.75% overall, while the employee pays social security contributions of 11% with the minimum taxable contribution being 1,200 EGP up to a maximum of 8,100 EGP.
Provision of health insurance for employees is a common practice, but it is not mandatory.
Pension insurance, travel insurance and private medical insurance.
The notice period depends on the contractual agreement but ranges from 1 – 4 weeks. Employees are not generally eligible for severance pay, except if the termination is unjustified, or the employer voluntarily decides to make severance payment.
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Senegal 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 Senegal. 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 Senegal, will help you focus on growth for greater levels of success.
Dakar, St. Louis, Thies
A notice period of one, two or three months depending on the job role.
Yes
West African CFA Franc (XOF)
209.10 XOF per hour/106,811 XOF per month
French
Workforce Africa makes it hassle free to hire and manage your remote staff in Senegal 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:
Fixed contracts of up to 24 months (about 2 years) including renewals are permitted. Renewal shall not be made more than once.
In Senegal, many workers prefer a written contract that outlines all details regarding pay, benefits, vacation time, and termination requirements. Employees are eligible for parental, sick, and vacation time. Both employers and employees must pay taxes. Additionally, employers enroll their employees in the Institute of Prediction Maladies (IPM) health fund.
Senegal's standard workweek is 40 hours (about 1 and a half days).
Public holidays are proclaimed each year but these are the official holidays:
Local hire and assignment work permits are the most prevalent types of work permits in Senegal. For foreign nationals, the government also issues business visas. Foreign nationals must obtain both a work permit and a residence permit in order to stay and work in Senegal for longer than 90 days. In general, work permits are given out for a two-year initial period. Work permits in Senegal are renewable, just like residence permits.
A new work permit must be obtained if an employee decides to leave their position and look for work at another company.
In general, Annual leave is equal to 24 working days per year and will be accrued at a rate of 2 days per month of service. Employees are entitled to annual leave after one (1) year.
Sick Leave: Sick leave is paid and cannot exceed six (6) months and it should be justified by the worker with medical certificate.
Tax: Employers and employees both contribute 1.5% of salaries, up to a salary cap of 60,000 CFA francs, to the IPM Health Fund.
Employers make a 7% contribution to social security, with a salary cap.Employers contribute between 1% and 5% to the Industrial Accident Fund, subject to a salary cap and depending on the level of risk.
Employers and employees each contribute 60%/40% of salaries to the National Retirement System. The executive pension fund requires 6% of salaries from both employers and executives as additional contributions. Each contribution is restricted by a salary ceiling.
The provision of health insurance for employees and their dependents in Senegal is mandated by the law. Employees are enrolled by their employers in a health fund initiative. Typically, the fund pays 40% to 80% of hospital, pharmaceutical, and medical expenses. Additionally, employers are required to pay a modest hospital allowance to staff members as well as the hospital bills that they must later reimburse. There is also a private health insurance option.
A minimum transportation allowance of 26,000 XOF is statutory.13th -month is compulsory (on a Pro-rata basis equal to number of months worked for the year).
The notice period depends on the contractual agreement but ranges from 1 week to 1 month. Termination by either party shall be done via written notice:
There are allowed and renewable probationary periods of three months for executives and one month for non-executives. Although technicians are required to give two months' notice, employees can end their contracts with 15 days' written notice.
Executives and people like them: a three-month warning.
Employees are typically entitled to the equivalent of two paid days off per week during the notice period to look for alternative employment.
For each year of service, employees are typically entitled to severance pay equal to 25 to 40% of their annualized average wages. The percentage is determined by the collective bargaining agreement and the length of service.
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South Africa 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 South Africa. No need for a subsidiary or entity setup. From contracts and onboarding to taxes, payroll, and admin tasks, partnering with us. Using an employer of record in South Africa will help you scale the market suceessfully and focus on growth for greater levels of success.
Cape Town, Durban, Johannesburg
From one (1) week to one (1) month
Yes
South African Rand (ZAR)
ZAR20.76 per hour
Afrikaans, English, Ndebele, Northern Sotho, Sotho, Swazi, Tswana, Tsonga, Venda, Xhosa, Zulu
Workforce Africa makes it hassle free to hire and manage your remote staff in South Africa without having to first set up a subsidiary or entity in 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:
An employment contract is required and must be written in English. It must adequately state the employee’s position and job description/functions, compensation, benefits and other terms and conditions of the contract.
The Basic Conditions of Employment Act (BCEA) regulates working hours and overtime. Employees may work a maximum of 45 hours a week (excluding lunch hours) at a normal rate of pay. That is 9 hours per day for a 5-day week and 8 hours a day for a work week of more than 5 days. Employees may work a maximum of 3 hours overtime per day or 10 hours in any one week. Overtime is calculated at 1.5 x normal rate and 2 x for Sundays and public holidays.
Public holidays are proclaimed each year but these are the official holidays:
All foreign workers (whether working for an employer or self-employed) must ensure that they have a valid work permit to work in the country. The work permit must remain valid at all times. Failure to do so will be liable to prosecution and in the event of removal from the country, the employer shall bear the deportation costs.
Health insurance is not mandatory but may be offered as an employee benefit, with the costs shared between the employer and employee.
Pension, Medical Insurance
The notice period depends on the contractual agreement but ranges from 1 week to 1 month. Termination by either party shall be done via written notice:
In the event of termination of employment for operational reasons, severance pay is paid at 1 week’s salary for every completed year of service.
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