Workforce Independent Contractor Management

Avoid Talent Misclassification Across Africa

Engage independent contractors without the concern about employee misclassification

Get the right talent with no risk

Due to the scarcity of talent with the required skill sets, organisations sometimes rely on independent contractors to help deliver certain aspects of their operations. These independent contractors may however put you at risk of non-compliance if their delivery falls within the defined limits for employees. Workforce Independent Contractor Management solution helps you avoid talent misclassification by hiring them on your behalf, even without a local entity in the African country

We understand that studying worker classification laws for your talent spread across Africa may be demanding and onerous. Therefore, our team of local compliance experts are always available to advice on how to correctly classify your Africa based talent and stay compliant with relevant classification laws.

Why Choose Workforce Africa's Independent Contractor Management Solution

Workforce Africa helps you maximise the benefits of your independent contractor arrangement across Africa. You can now focus on growing your African business while we:

Eliminate employee classification concerns today

You no longer need to worry about various employee classification laws while sourcing your talent across Africa. Workforce Africa is poised to guide you through the delicate web of independent contractor classification across Africa and support you in the achievement of your business aspirations.

Frequently Asked Questions

You can use a foreign contract to engage an independent contractor in Africa, given that the country's specific language and clauses are used.

Generally, they are not, as allowing this might be interpreted as an employee benefit and could lead to misclassification. Also note that this may differ in some other countries or circumstances. Please seek expert legal advice for clarity.

This can be achieved by checking how the Contractor is being paid, whether they are provided with company resources, who oversees the contractor’s daily tasks and if they only serve your company. Always confirm the applicable regulations guiding the classification of employees in the specific country.

Engage the services of an Employer of Record such as Workforce Africa to convert your independent contractors to employees. Workforce Africa will ensure they are hired and managed in full compliance with local laws. The best part, you don’t need to have a registered local entity in the African country to do this.

This would typically vary by country. As a rule however, Independent contractors should be engaged for specific projects and for a short term. Always obtain expert legal advice.

Mostly, independent contractors invoice the client and they are paid directly by the Client. The Contractor is obliged to declare all income, pay and file relevant taxes. It is however recommended that the Client clearly outlines both parties’ obligations in the Contractor Agreement.

This is country dependent. There is definitely an issue if the local authorities discover that the Contractor has been wrongly classified, in this case, the organization may be asked to pay the unpaid taxes with additional fines and penalties.

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