Burkina Faso is a landlocked country in West Africa that is bordered by Mali, Niger, Benin, Togo, Ghana, and the Ivory Coast. Agriculture represents 32% of its GDP, while the country has also seen an upswing in gold exploration, production, and exports.
After 3 months at a company, pregnant employees are entitled to 14 weeks of paid maternity leave, which is usually taken as 8 weeks before the due date (no less than 4 weeks before the due date), and 6 weeks after. Fathers are entitled to 3 days of paid paternity leave. This leave is paid for by the social insurance program.
Sick leave in Burkina Faso is determined by the length of time at the company. Usually the first month (or few months, depending on the time allowed) will be paid for at 100% salary and the remaining will be at 50% salary. Employers cannot terminate an employee because of absence due to illness for up to 1 year.
There are 18 public holidays in Burkina Faso, and employees are entitled to 22 paid days of paid time off once they have finished 1 year of service at the company. After 20 years at a company, the number of days goes up by 2 for each 5 years worked.
The minimum wage in Burkina Faso is XOF 34,664 per month in the formal sector, however other industries (such as agriculture) do not have a set minimum wage. The standard workweek is 40 hours per week, Monday-Friday. Any work exceeding 40 hours is due overtime pay with a maximum number of hours allowed.
Employers can terminate a fixed term contract for reasons that are business-related, personal, or for employee misconduct. This termination requires a notice and written explanation of the reason. If the reason for termination is misconduct, one written and 2 verbal warnings must be given, and the employee has a chance to explain their actions.
The notice period is dependent on the category of employee/role. The common notice periods are 8 days for part-time contracts, 1 month for full-time employees, and 3 months for managers, technicians, and supervisors.
Unless the termination is for misconduct, employees who have worked at a company for more than 1 year are entitled to severance pay.
Employers commonly pay out bonuses at the end of the year, but it is not required by law.
★ 16% - Social Security
We've made the process really simple
with only 3 steps.
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.