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Senegal is a country in west Africa bordered by Mauritania, Mali, Guinea, Guinea-Bissau, and Gambia. The country includes a wide mix of ethnic and linguistic communities, with the largest including the Wolof, Fula, and Serer people, with the Wolof and French languages acting as bridge/common languages.
Senegal has strong international and relations with neighboring economies, and its competitive production costs and skilled workforce are helping to grow its economy.
The minimum wage for employees in Senegal is XOF 209.10 per hour, and a standard workweek is 40 hours. Any work exceeding the standard workweek is considered overtime and is regulated by contracts/collective agreements at a maximum of 100 hours per year. The overtime pay ranges between 110%-200% depending on when it is worked.
Pregnant employees are generally entitled to 14 weeks of paid maternity leave, 8 of those weeks must be taken after the birth of the child. Fathers can receive 1 day of paid paternity leave for the birth of their child.
Employees who have worked at a company for at least 6 months are entitled to 5 days of paid sick leave each year.
There are 14 national holidays in Senegal, and employees are entitled to at least 24 days of paid time off each year.
Employers can terminate an employment contract for reasons related to business, personal, or worker misconduct. Terminations require notice and a written explanation. If the reason for termination misconduct, the employer needs to give a warning and the employee gets a chance to explain their actions.
The notice period required for terminations in Senegal depends on the type of job. For just cause terminations, executives need to be given 3 months of notice, while white-collar and blue-collar workers only need 1 month of notice.
Severance payments are determined by the length of time the employee has worked at the company, and is a percentage of 25% to 40% based on the average salary, length of employment, and any collective bargaining agreements in place.
While not explicitly mandatory, in Senegal a 13th month salary is customary and generally paid out at the end of the year, around the holidays.
★ 7% - Social Security
★ 1.5% - Health Fund
★ 7.4% - Retirement Fund
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.
