Global HR Compliance in Gambia
Hiring in Gambia requires understanding how statutory labour protections, evolving employment norms, and limited enforcement intersect. While the Labour Act provides clear structures for contracts, leave, and termination, the practical application can differ depending on the industry and location.
For foreign companies seeking to employ local or international talent in Gambia without setting up a local entity, the path to compliant hiring can be unclear. Acumen International offers a legal and efficient solution through our Employer of Record (EOR) service.
We employ talent on your behalf, manage employment contracts, administer compliant payroll, and ensure all statutory benefits are delivered, so you can operate without unnecessary risks or overhead.
Why Companies Hire in Gambia
Businesses expand into Gambia to:
- Deliver projects in the infrastructure, tourism, education, or public health sectors
- Establish a local presence for donor-funded or regional development initiatives
- Engage skilled workers where incorporation is not yet viable
- Ensure compliant hiring structures without risking informal arrangements
- Support market testing or pilot operations in West Africa.
Employment Contracts in Gambia
Employment contracts may be:
- Indefinite-term – ongoing with no fixed end date
- Fixed-term – valid for a set period or tied to a project
- Task-based – ending upon completion of a specific job or deliverable
If employment continues beyond the agreed period or task without objection for four consecutive weeks, the contract automatically converts to an indefinite-term agreement.
Contracts must clearly state the role, pay, working hours, leave entitlements, and termination conditions.
Working Hours and Overtime
The standard workweek in Gambia is:
- Monday to Thursday: 8:00 AM to 4:00 PM
- Friday: 8:00 AM to 12:30 PM
This totals 36.5 hours per week. Overtime compensation is subject to employment agreements or collective bargaining arrangements.
Probation Period
For skilled roles, the probation period must be set out in the contract and may not exceed 12 months. During probation, either party may terminate the agreement with minimal notice unless otherwise specified.
Paid Leave and Holidays
Annual Leave
Employees accrue paid annual leave based on the terms of their employment contract, collective agreement, or applicable council guidelines. Leave accrues monthly and must be granted in consultation with the employee. Entitlements apply after one month of service.
Maternity Leave
Female employees who meet either of the following conditions are entitled to maternity leave:
- Two years of continuous service with the same employer, or
- Eighteen months of cumulative service, with no break exceeding seven months
Qualifying employees are entitled to six weeks of paid maternity leave following childbirth, at full pay. Upon return, they must be reinstated to the same position with no loss of benefits, provided they notify their employer of their return within six weeks of delivery.
Sick Leave
Employees may take paid sick leave, subject to proof of illness and the terms of their contract or collective agreement. Entitlement accumulates monthly, up to the maximum allowed over any 12-month period.
Minimum Wage in Gambia
The statutory national minimum wage in Gambia remains 50 Gambian Dalasi (GMD) per day.
While there was a recent increase in the minimum take-home pay for the lowest grade of civil servants to 6,000 GMD per month effective January 2025, this does not change the national statutory minimum wage applicable to the private sector and other areas.
The 50 GMD per day rate is the legally mandated minimum across all sectors and was last officially updated in 2015. It’s important to understand that actual wages in formal employment often exceed this due to economic factors.
Termination and Dismissal
Contract Expiry
Employment may end without employer action when:
- The employee retires
- A fixed-term contract expires
- A specific task or project is completed
Employer-Initiated Termination
Employers may dismiss employees with notice in the event of:
- Serious misconduct incompatible with continued employment
- Chronic absenteeism or gross neglect of duties
- Lack of skills claimed during recruitment
- Misrepresentation of qualifications or eligibility
All dismissals must be based on clearly stated grounds. Employees cannot be deemed to have resigned unless they express that intention unambiguously.
How Acumen International Can Help You Hire in Gambia
Hire Without a Local Entity
Acumen International employs your team in Gambia on your behalf. You operate without a registered local company.
Payroll and Tax Compliance
We process payroll in Gambian Dalasi, apply statutory deductions, and remit contributions to local authorities—accurately and on time.
Employee Benefits and Leave Administration
We manage statutory employee benefits, including maternity leave, annual leave, sick leave, and other entitlements in accordance with local law and employment standards.
Compliant Contracts and HR Administration
We prepare localised, legally compliant employment agreements and ensure all terms meet Gambian labour law requirements.
Support for Projects and Expat Engagements
Whether you’re hiring locals or seconding expatriates, we offer compliant structures and immigration support tailored to your needs.
Cost Forecasting with Global Payroll Calculator
Estimate total employment costs, including gross salary, social contributions, and taxes before hiring in Gambia.
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