Global HR Compliance in Senegal
If your business plans to hire internationally, or is already managing global teams, understanding Senegal’s labour laws is essential. This guide provides a practical overview of employment contracts, minimum benefits, termination rules, and how an Employer of Record (EOR) can simplify workforce management and ensure compliance in Senegal.
Why Companies Hire Foreign Workforce in Senegal
Market Expansion: Businesses entering Senegal may hire foreign sales or operations staff to establish a local presence and grow market share. Hiring locally-based employees with knowledge of the region helps accelerate go-to-market strategies.
Accessing Specialised Talent: Some companies look beyond their borders to find skilled professionals — especially in IT, engineering, or niche industries — at lower cost or when such expertise is scarce in the home country.
How to Hire and Pay Foreign Talent in Senegal Compliantly
Hiring internationally requires careful attention to employment regulations. You must ensure contracts, payroll, taxation, and social security contributions are handled according to Senegalese law. Non-compliance could result in legal, financial, and reputational risk.
If you don’t have a legal entity in Senegal, or want to avoid the administrative complexity of managing foreign workers directly, partnering with an Employer of Record (EOR) provides a compliant and efficient hiring route.
How Acumen International Can Help
Fast-Track Market Entry
We enable you to start operations in Senegal quickly by handling employment on your behalf. You get access to talent and can initiate business activity without waiting months to incorporate or establish local infrastructure.
Full Compliance with Local Labour Law
We take full responsibility for employment compliance—ensuring contracts, payroll, benefits, social security, and terminations align with Senegalese law. This protects your business from legal exposure and reputational risk while maintaining employee trust.
Avoid the Burden of Entity Set-Up
If you’re exploring Senegal as a potential market or supporting a specific project, there’s no need to open a legal entity. We act as the legal employer for your selected talent, while you retain day-to-day oversight of their work. This model supports agility and cost control across fluctuating market conditions.
Global Mobility Support
We offer full support for cross-border workforce mobility, including immigration advisory, work permits, visa sponsorship, and relocation assistance. Whether you’re bringing talent into Senegal or deploying Senegal-based staff abroad, we ensure compliance with immigration law and reduce delays tied to permit processing, employment eligibility, or cross-border tax risk.
Overview of Senegal Labour Laws and Employment Regulations
Employment Contracts in Senegal
Fixed-term contracts must state a clear duration or end event. Only one renewal is allowed. Ongoing employment beyond this converts to an indefinite-term contract.
Indefinite contracts are default if no clear term is stated. These can be terminated by either party, observing notice and dismissal rules.
Working Hours and Overtime
Legal maximum: 40 hours per week.
In agriculture: capped at 2,352 hours per year, with flexible scheduling based on season.
Probation Period
Up to three months, after which the contract becomes indefinite unless terminated or converted.
Annual Leave
- 20 days for 1–3 years of service
- 25 days for 8–15 years
- 30 days for 15+ years
Parental and Maternity Leave
- 14 weeks of maternity leave, including 8 weeks post-birth.
- Additional 3 weeks for complications.
- No dismissal allowed during this period.
- One hour per day for breastfeeding allowed for 15 months post-birth.
Sick Leave
After 3 months’ service, employees are entitled to:
- 3 months at full pay
- 3 months at half pay
- 3 months at quarter pay.
If illness persists, extended unpaid leave is granted pending medical check.
Minimum Wage in Senegal
As of July 2023
- Non-agricultural workers: 370.52 CFA/hour
- Agricultural workers: 236.86 CFA/hour.
Dismissal and Employee Termination Rules
Allowed for:
- Mutual agreement
- Force majeure
- Employee’s death
Employee resignation requires:
- 15 days’ notice (or 2 months for technicians)
- Failing that, one week’s wage is owed to employer
Justified early termination may entitle employees to compensation
Fixed-term contracts end automatically, unless terminated early due to misconduct or mutual agreement.
Why Use an Employer of Record in Senegal
Enter the Market Without Incorporating
Hiring through Acumen lets you operate in Senegal without setting up a local entity. You can engage local or foreign professionals immediately — ideal for testing market potential or fulfilling contract work without long-term commitments.
Lower Costs and Operational Overhead
We take on the employment and administrative burden. You avoid local HR setup, legal consultancy costs, and payroll infrastructure. No need to build compliance capabilities from scratch — we already have them in place.
Navigate Local Labour Laws with Confidence
Senegal’s employment rules — from contract structures to termination procedures—are non-trivial. We ensure your workforce setup meets legal and regulatory standards from day one, so you’re protected from missteps and liabilities.
Full Immigration and Mobility Support
Whether you need to bring expatriate talent into Senegal or relocate local staff abroad, we manage immigration, visa processing, work permit applications, and international compliance. Your talent moves without unnecessary friction, delays, or legal exposure.
Maintain Control Without Bearing Risk
You manage day-to-day performance and output. We manage legal employment. This division allows you to stay focused on business goals while we handle the compliance, payroll, statutory benefits, and employment risk.