RemoFirst

Employer of Record (EOR) in

Burundi

Ready to employ talent in Burundi?

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

Language(s)

French

Currency

BIF

Capital

Gitega

Population

14.0 M

Public holidays

VAT

18%

Contract Types

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

DEFAULT

Indefinite contract

Standard form under the 2020 Labour Code; requires cause and tenure-based notice to terminate

REGULATED USE

Permitted for defined tasks or periods, in writing; renewals beyond legal limits convert to indefinite.

Employment basics

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

WORKING HOURS

45 hrs/week

Overtime capped at ~150 hrs/year, paid at roughly +35% to +60%

PROBATION PERIOD

6 months max

Up to 6 months (12 months reported for senior roles), agreed in writing

13TH / 14TH SALARY

Not Required

JOB TITLE REGULATIONS

Regulated

No statutory job title restrictions, though roles should match Labour Code professional categories

Taxes & employment costs

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

EMPLOYER CONTRIBUTIONS

INSS contributions: 6% old-age pension (on earnings capped at ~BIF 450,000/mo) plus ~3% occupational risk; some sources report additional small health (CNAM) and training levies

EMPLOYEE CONTRIBUTIONS

4% of capped earnings to the INSS pension scheme. Progressive income tax (IPR: 0/20/30% by band) varies by income.

The statutory minimum wage is symbolic (unrevised since 1988) — actual market wages are far higher and set by agreement.

Cost Calculator

Country

Budget Type

Total Cost

Gross Salary

Period

Annual

Monthly

Currency

BIF

Amount

0.00

Employer of Record cost calculator

Found talent in another location outside your home base? Know the potential cost using RemoFirst before you commit. Use our calculator to get instant, country-specific employee cost estimates in 185+ countries.

*This calculator provides reliable estimates based on up-to-date local data. While it's not a final EOR quote, it gives you a strong benchmark for planning.

Calculate your EOR costs

Leave entitlements

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

Type

Duration

Pay During Leave

Annual leave

20 days

100%

Maternity leave

12 weeks

100%

Paternity leave

4 days

100%

Sick leave (days 1-3)

Days 1-3

67% (employer)

Days 4-20

67% (employer)

(Days 21+)

67% (employer), up to 3 months/yr

Special Leave

4 days

Marriage

4 days

Birth of a child (paternity)

1-3 days

Death of spouse or close relative

Up to 3 months

Sick leave (annual cap)

Benefits

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

Statutory Benefits

In addition to statutory leave, employees are entitled to the following statutory benefits:

EMPLOYER CONTRIBUTIONS

Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:

Old-age, invalidity and survivors' pensions (INSS)
Occupational accident and disease benefits
A share of maternity pay (50% reimbursed by INSS)
Health coverage where CNAM affiliation applies

WORKPLACE INJURY PROTECTION

Work-injury coverage is financed by an employer-only INSS contribution of around 3% and provides medical care, disability benefits and survivors' pensions.

SEVERANCE PAY

Employees dismissed after at least 3 years of service (other than for gross misconduct) are entitled to a dismissal indemnity generally reported as 1 month's wages for 3-5 years of service, 2 months for 5-10 years, and 3 months for more than 10 years.

13TH SALARY

There is no statutory 13th-month salary in Burundi; some employers offer a year-end bonus voluntarily or by agreement.

Termination & notice

Here's what you need to know about their employment laws, taxes, termination rules, and more. And many companies choose to work with an Employer of Record in Burundi to stay compliant from day one.

Scenario

Severance

Unfair dismissal

Damages awarded by the labour court, in addition to notice and indemnities

Objective / fair dismissal

Valid reason + tenure-based notice (1-3 months) + dismissal indemnity after 3 years' service

During probation

No notice or severance.

After probation

At least 1 month, rising with tenure

Terminations are fact-specific; always seek local guidance before dismissing an employee in Burundi.

Content last reviewed Sep 2026. Employment laws change fast, always verify critical hiring decisions, and talk to our team of international experts.

Hire in Burundi

Without a Local Entity

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P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.

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Hiring in Burundi FAQ

How RemoFirst employs in Burundi

It can be prohibitively expensive to establish an entity in every country you want to hire talent in Burundi, 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.

How employees in Burundi get paid

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).

Full-time Employees vs Global Contractors

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.

Dependable support for employees

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.

More than once, I have had a need or request that was answered not just with a fix, but with a permanent improvement of my service. They go out of their way to give me even better than I ask for, without extra charges. RemoFirst makes it as uncomplicated as possible to have employees in multiple countries. This is a great blessing to our business.

Kenny S.

Co-CEO

Blomberg Music Productions

RemoFirst is an amazing platform, everything is extremely user friendly and easy to use compared to other tools that I have been using in the past. Inna and the team were on point and replying to my questions in a more than timely manner as well as making our life super easy! Great people and platform, I'll highly recommend it to my network.

Hugo D.

Business Ops & Strategy Manager

Aflorithmic

EORs can be really, really complex and there is so many different grey areas involved. But working with RemoFirst, they're able to make things clear and concise. It's been a fantastic relationship and they partner really well with all the teams that need to be involved in our hiring process.

Leanne T.

Manager of HR Business Operations

PandaDoc

RemoFirst enables us to compliantly hire and manage employees in countries where we lack an entity, saving time and costs as we scale Creatio globally. They offered the best pricing among all EORs we considered, and the setup process was smooth despite our many questions. The team has been kind and attentive, and the platform is easy to navigate. We’re excited to have completed our onboarding and to be working with RemoFirst!

Olivia H.

Global HR Manager

Creatio

RemoFirst helps to increase flexibility in the hiring process to ensure remote teams can be successfully onboarded anywhere in the world. Customer service is quick to respond to any queries. Positive onboarding experience. Would recommend to others. Makes hiring smooth and hassle free for remote workers.

Emma T.

Program Lead EMEA

Trust Lab

RemoFirst ensure to provide an easy and smooth transaction in hiring remote workers across the globe; they will take care of all the nitty gritty part of hiring remote workers without having an entity in a country. They also provide a reasonable pricing that is also appropriate for a startup. What I liked most about RemoFirst is their customer service! Special kudos to our account manager, Victor, who has consistently provided us with speedy and prompt responses from initial contact up to now.

G-Anne B.

Recruiter

Portcast

RemoFirst enables me to work remotely and stay compliant in my home country. It’s also very helpful for submitting and managing expenses, making it a great addition to my primary HR platform with its admin features. The platform is simple, intuitive, and easy to navigate, with more than adequate functionality for getting things done efficiently.

Martin P.

Head of Marketing

BetVictor

“We had an entity that was located in a different country that wanted to hire members in the US without affecting the tax status, having RemoFirst help out by being the EOR was the best solution. The setup of the EOR was very easy and we had a dedicated account manger the entire time. Having a dedicated account manager made resolving issues simpler than it would have been otherwise. Nice touch!”

Weston M.

Financial Controller

Truffle Ventures

When we were first looking into partnerships to support our remote team, the complexity and options were overwhelming. RemoFirst was patient and explained how things work, often answering questions that I know were outside of what they technically do. This made me feel informed as a business owner and showed how the team goes above and beyond. Our team members who we've hired using our Remofirst partnership had glowing things to say about the experience.

Rachel W.

CEO

Vinebase

I had some details to be clarified with the contract, but the staff was very helpful in helping me sort it out. Also, the laptop delivery arranged by RemoFirst was a breeze! The device arrived the next day!