What you'll learn
- Country Introduction
- Tax Breakdown for Employers
- Statutory Leave Laws
- Minimum Wage and Working Hours
- Termination Process
- Additional Information
Tanzania is a country in eastern Africa, bordered by Uganda, Kenya, Mozambique, Malawi, Zambia, Rwanda, Burundi, and the Democratic Republic of the Congo. Africa's highest mountain, Mount Kilimanjaro, is located in Tanzania. The country’s population is composed of about 120 ethnic, linguistic, and religious groups. Tanzania does not have an official language, but about 10% of Tanzanians speak Swahili as their first language, and almost 90% speak it as a second language.
Paid Leave and Statutory Leave
Parental Leave
Pregnant employees are entitled to 84 days of paid maternity leave, while fathers are entitled to 3 days of paid paternity leave within the first 7 days of the child being born.
Sick Leave
Employees in Tanzania are entitled to 126 days of paid sick leave within a 1.5 year span. The first 63 days are paid at 100% of the regular salary and the rest is paid at 50% of the regular salary.
Paid Leave
Tanzania has 15 public holidays, and employees are entitled to 28 days of paid time off each year (after working 6 months at a company).
Wage Requirements and Working Hours
The minimum wage in Tanzania varies by industry, with an average of TZS 420,000 per month. A standard workweek is 45 hours at 9 hours per day. Overtime work must be agreed upon between the employee and employer, with the total number of hours worked in a day not exceeding 12 hours. Overtime work is also limited to 50 hours in a 4-week period, paid at between 150%-200% of the regular rate.
Termination Process
Process
In Tanzania, terminations must be done with just cause, and written notice has to be provided including the reason and termination date.
Notice Period
At least 7 days of notice is mandatory in Tanzania, and usually can be up to 28 days of notice. Payment can also be given in lieu of notice.
Severance Pay
Employees must have worked at a company for at least 1 year to receive severance pay, which is usually equal to 7 days of pay for every year of employment (capped at 10 years).
Additional Information
N/A
★ 4% - Skills Development Levy
★ 10% - Workers Compensation Fund
Simplified Global HR and Payroll.
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with only 3 steps.
Remote candidate
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Cost Calculation
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Onboarding & Admin
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.
