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How to hire remote employees in
Hiring abroad is difficult: New labor laws, entities, a lot of words you’d rather not hear again. But we’ve got good news. It doesn’t need to be that way. Below, we’ll break down your two main options for hiring in Senegal (and the one we think you’ll prefer).
If you want to successfully hire in
Senegal
, you have two options:
Laws about hiring contractors are significantly more simple in
Senegal
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Senegal
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Senegal
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Senegal
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Senegal
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Senegal than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Senegal.
In general, employees are entitled to 24 days of paid annual leave.
There are 14 public holidays.
Employees are generally entitled to a minimum of five paid sick days per year.
Women are entitled to 14 weeks of paid maternity leave.
Maternity leave is granted with pay at 100% of previous earnings, paid by the government.
Male employees are entitled to one day of paternity leave if they are covered by the inter-professional collective agreement.
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Employees can terminate a contract with 15 days’ written notice, although technicians must provide two months’ notice.
Employers may terminate employees for just cause with written notice as follows:
Executives and similar: 3 months’ notice
Monthly paid white-collar workers, blue-collar workers and permanent hourly, daily, or weekly paid staff: 8 days to one month, depending on length of service.
Notice period is 15 days, during the notice period, employees are generally entitled to the equivalent of two paid days off per week to seek alternate employment.
Workers are generally eligible for severance pay for each year of service of 25 to 40% of their average wages over the past 12 months.
The percentage is based on length of service and the collective bargaining agreement.
Probationary periods of 3 months for executives and one month for non-executives are permitted and may be renewed.
The standard workweek is 40 hours.
The overtime is also capped at 100 hours per year. The overtime pay is calculated by multiplying the hourly salary by the following rate:
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