Burundi is a landlocked country in Africa bordered by Rwanda, Tanzania, and the Democratic Republic of the Congo. Burundi is a primarily rural society, with about 13% of the population living in urban areas as of 2019. Their economy is mostly agricultural and employs about 90% of the population.
Standard working hours in Burundi is 45 hours per week, with overtime capped at 150 hours per year. Burundi does not have a minimum wage.
Employees in Burundi receive 12 weeks of maternity leave paid at 50% of the salary, and 4 days of paternity leave.
Employees can take a maximum of 3 months of sick leave each year which is paid at 67% of the regular wage.
There are 13 public holidays in Burundi, and employees can receive 20 days of paid time off each year.
Employers can terminate an employment contract with just cause — misconduct, negligence, fraud, or other reasons.
The notice period for termination is between 1-3 months depending on how long the employee has been at the company.
Employees can be entitled to severance pay based on how long the employee has been at the company.
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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.
