Global HR Compliance in Sierra Leone

Hiring workers in Sierra Leone means operating in a regulatory environment that combines formal rules with informal practices. While employment laws do exist, enforcement can be inconsistent, especially for foreign companies entering the market without local infrastructure. This creates risk—not only around wages, terminations, and tax—but also in how employment relationships are structured.

For companies planning to hire local nationals without setting up a legal entity, the key is to ensure that employment is legally sound, properly documented, and meets core requirements under Sierra Leonean law.

Acumen International’s Global Employer of Record services help you hire in Sierra Leone compliantly, with clear contracts, properly structured pay, and full adherence to local requirements—no local entity needed.

This guide outlines the key aspects of hiring and dismissing employees in Sierra Leone, giving you the clarity needed to make informed decisions in a complex legal environment.

Employment Contracts

Employment relationships may be oral or written under Sierra Leonean law, but written contracts are strongly advised to avoid disputes and clearly set expectations.

Key elements typically include:

• Employee duties and working hours
• Duration (fixed or open-ended)
• Salary, benefits, and payment terms
• Leave entitlements
• Termination procedures
• Any applicable probation period.

Working Hours and Overtime

Standard working hours in Sierra Leone are:

• 8 hours per day
• 40 hours per week, Monday to Friday

Employees may work overtime up to a maximum of 10 additional hours per week, capping total working time at 50 hours. Overtime must be compensated, though specific rates are not fixed by law and are usually defined in the employment contract.

Probation Period

Probationary periods of up to six months are permitted. During this time, either party can terminate the contract with a shorter notice period — typically five to seven days, depending on the agreement.

Paid Leaves

Annual Leave

Employees are entitled to paid leave, with accrual increasing by years of service:

• 1–5 years: at least 19 working days
• 5–10 years: at least 22 working days
• 10+ years: up to 28 working days

Annual leave must be granted separately from public holidays and cannot be substituted.

Sick Leave

Employees are generally entitled to a minimum of five paid sick days per year, though longer periods may be agreed upon in the contract.

Parental Leave

• Maternity leave: At least 12 weeks of paid leave is granted to female employees.
• Paternity leave: While not formally required by law, some employers may offer short paid paternity leave by agreement.

Minimum Wage

As of 2023, the national minimum wage in Sierra Leone is 800 new leones (SLE) per month. This applies across sectors, including domestic work. Employers must ensure wages meet or exceed this level regardless of how compensation is structured.

Termination Rules

Termination requirements depend on the contract type and the stage of employment:

• Open-ended contracts require 30 days’ written notice, or pay in lieu of notice.
• Fixed-term contracts terminate automatically at the end of the term, without notice.
• Probationary employees can be dismissed with 5 days’ notice.

Immediate termination is allowed for just cause (e.g., misconduct or breach of contract), but must be justified and documented. If termination is found to be unlawful, courts may award compensation or damages to the employee.

Employers and employees may also agree to terminate a contract by mutual consent, with terms recorded in writing.

Why Companies Hire in Sierra Leone

Hiring in Sierra Leone is usually driven by operational necessity, local presence requirements, or donor-funded project delivery. Companies aren’t entering for market expansion — they’re entering to execute contracts, meet localisation requirements, or establish a small support function tied to operations elsewhere in West Africa.

Typical drivers include:

• Fulfilling local hiring obligations tied to public infrastructure, NGO programmes, or donor-led development projects
• Supporting extractive industry logistics where minimal but compliant headcount is needed to manage on-the-ground operations
• Maintaining a legal workforce for representative or project-based roles when informal contractor arrangements create reputational or tax risk
• Avoiding permanent establishment exposure when overseeing aid programmes, technical services, or regional deployments.

How Acumen International Can Help You Hire in Sierra Leone

Direct Employment Without a Local Entity
We act as your Employer of Record in Sierra Leone, allowing you to hire local employees without incorporating or registering a local business. You manage day-to-day tasks; we handle all legal employment obligations.

Local Compliance, Centrally Managed
We draft compliant employment contracts, track statutory entitlements, and manage terminations in accordance with local laws, shielding you from misclassification or informal hiring risk.

Payroll Administration and Tax Withholding
We process payroll in Sierra Leone, calculate gross-to-net pay, and ensure correct deductions for tax and social contributions. Payslips, reporting, and remittances are managed on your behalf and aligned with local regulations.

Statutory Benefits and Leave Management
We ensure all employee entitlements, such as paid leave, maternity benefits, sick pay, and notice periods — are correctly implemented and documented. We also manage any applicable employer contributions to public schemes.

Tailored Solutions for Project-Based or Hybrid Teams
Whether you need to hire for a time-bound project, donor-funded assignment, or hybrid local-expat team, we help structure employment relationships that align with your internal policies, compensation conditions, and legal exposure.

Global Mobility Support
For roles requiring relocation or regional movement, we provide work permit sponsorship and advise on immigration compliance for non-citizens working in Sierra Leone.

Cost Planning with Global Payroll Calculator
Use our Global Payroll Calculator to model expected employer costs, including salary, benefits, taxes, and compliance overhead, so you can budget before making hiring commitments.

One Point of Contact Across 190+ Countries
Simplify your global workforce management by working with one partner who understands the legal, payroll, and HR realities across all the countries where you operate.