Burkina Faso
Min. wage
(x12 payments)
XOF 45,000 /mo
About the minimum wage
Employer tax
Annual leave
30 days
Learn about annual leave
Notice period
8 days min
Termination and notice info
Updated
Sep 2026
Default form; terminable only with notice and a legitimate reason
Must be in writing; limited to 2 years including renewals, after which conversion to indefinite.
Overtime premiums rise from +15% beyond 40 hrs up to +120% for night work on Sundays and holidays
8 days for hourly workers, 1 month for employees, up to 3 months for managers, renewable once
Year-end bonus commonly paid by employers or under collective agreements, not legally required
No statutory restrictions, but titles should match the professional category used for collective-agreement classification
16% of gross salary to the CNSS (family allowances, occupational risk, old-age pension, capped at ~XOF 800,000/mo) plus a 3% apprenticeship/training tax (TPA)
5.5% to the CNSS pension scheme (capped at ~XOF 800,000/mo). Progressive income tax (IUTS) varies by income.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:
Occupational risk insurance is part of the mandatory CNSS employer contribution and covers medical care, disability benefits and survivors' pensions for work-related accidents and diseases.
Employees dismissed after at least one year of service (other than for gross misconduct) are entitled to severance based on average monthly salary: 25% per year for the first 5 years, 30% per year for years 6-10, and 40% per year beyond 10 years.
A 13th-month salary is not mandatory in Burkina Faso, but year-end bonuses are customary and may be required by the applicable collective agreement.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
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.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
