- Overview: Angola
- Global HR Compliance
- Global PEO and payroll
- Work permit for hiring expats via PEO
- Contractor vs. employee: which is better?
Global HR Compliance in Angola
The war for global talent has never been tougher. Attracting and keeping sought-after international employees requires knowledge. Whether your company is already engaging or planning to engage global workforce in Angola, you need to trust that your operations are executed without flaw and without any unnecessary risks.
Businesses of all sizes face a devastating lack of information and support on global employment, taxation, and immigration in Angola. There’s a common and significant gap between what’s required to be 100% compliant and what most organizations actually have at their disposal.
Acumen International can fill the gap in fragmented Global HR Compliance knowledge
We are experts in global workforce employment in Angola, and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.
We act as an information service for corporate clients, agencies, and independent contractors and freelancers. Our Global HR Compliance service in Angola will help you:
- Navigate legislation and local nuances of Angola. You need to know what is acceptable and what can expose you to employment litigation as well as employee / independent contractor misclassification risk in Angola.
- Avoid areas of possible risk. Certain areas and activities can create unnecessary risk, such as employer-employee relations. We can help you with worker classification, payroll and tax calculations, and social cost contributions.
- Handle currency exchanges and local invoicing in Angola. We save you time and effort, freeing you from having to understand complicated regulations and tax calculations written in the local language and subject to frequent changes.
- Create employment contracts and handle compliant engagements. Our objective is to assist you with international HR compliance issues and offer you the best payment and taxation options in Angola.
- Manage expatriate immigration and visa support nuances in Angola. Acumen International provides information about the best scenarios of expat immigration and employment.
- Handle global recruitment issues. We can help you select the person and then employ him with our help. We advise you on local employment laws and implied compliance risks to determine the most cost-effective, compliant, and risk-free solution for you.
- Withdraw from the region in the least risky and most cost-effective way. If you choose to do so, we can help you withdraw from the region as simply as possible.
Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.
With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Angola.
A Guide to Hiring & Firing in Angola
# Employment Contracts
Written form of contract is not obligatory for indefinite term contracts. Other contract types such as fixed-term (for seasonal work, training, for reasons of covering for an absent employee, etc.) and all contracts with foreign workers must be executed in writing for a period varying from 6 to 36 months, inclusive of renewals. Employment contract of fixed-term automatically converts to an indefinite term contract if after 15 days of completing the term, the employee continues in service with the company without prior notice from the employer.
# Minimum statutory employment rights
# Hours of work
Normal work time in Angola is 8 hours a day or 44 hours a week. In certain cases, as provided in the Labor Law, the maximum limit of work time may be extended to up to 9 or 10 hours a day or 54 hours a week, depending on the actual situation. The normal work time may be reduced by collective agreement or applicable ministers if the work is dangerous, hazardous or stressful to employees’ health. Employees are entitled to one to two hours of rest period daily during working hours and cannot work more than 5 continuous hours without rest. Employees are entitled at least 10 consecutive hours rest between workdays and 24 consecutive hours of weekly rest.
# Probation period
In the employment contract for fixed period there is a probation period correspondent to the first 60 days of work, and the parties can, in writing, reduce or suppress it.
The Parties can increase the duration of the probation period, in writing, up to four months, for highly qualified workers who perform complex jobs and of difficult application and up to six months for workers who perform jobs of high technical complexity or have management and leading functions, whose exercise demands high academic education.
During probation period employees or the employers may terminate the employment contracts without the obligation to provide justification or prior notice.
# Annual leave
Employees are entitled to 22 business days of paid annual leave. Employees must complete 6 months of service with the company to be entitled to such leave. Fixed-term employees with a maximum of one-year contract (renewals inclusive) are entitled to 2 working days leave for each complete month of service or payment in lieu at the end of the contract period.
The employees compensation during the vacation period shall be equal to the salary and fringe benefits the employee would receive during the same period if he/she rendered his/her regular work under the same conditions.
In addition to the vacation compensation, a vacation allowance also should be paid in amount of 50% of the base salary corresponding to the vacation period.
Vacation compensation and allowance shall be paid before vacation enjoyment has started.
The annual leave of employees with children in charge is increased from one day leave for each child aged 14 years.
Employees are entitled to a minimum of 50% of monthly basic wage due before the commencement of the leave. Maternity benefit for employees with less than one year of employment with the employer shall be calculated on a pro rata basis, plus an additional twelfth of pay.
# Parental leave
Female employees have the right to 3 months (or 4 months for multiple births) of maternity leave, which is made available from the time of childbirth. Maternity leave may be taken from 4 weeks before the anticipatory date of child delivery on employees’ request.
Maternity leave is paid at 100% of the women’s wages. Where a women worker is paid by results or earns a variable wage for any other reason, her wage for maternity leave is calculated on the basis of the average for the last six months before she became pregnant, for the whole duration of the maternity leave.
Until the maternity benefits branch of Social Security becomes operational, the employer must pay the worker her wages during maternity leave.
# Sick leave
Employees are entitled to be absent from work due to illness, without limitation, provided that such absence is documented and justified by means of a medical certificate. Provided that a medical certificate is supplied, an employee is entitled to remuneration for the period of absence, paid in the form of sick leave by the employer or the local social security authority (in the case of natural illness), or the insurer (in the case of occupational disease) under the mandatory work compensation insurance policy.
Regarding family leave, employees are entitled to three days of leave a month (up to a maximum of 12 working days a year) to provide urgent assistance to members of the employee’s household, spouse, parents, grandparents, children over 10 years of age or relatives of the same lineal degree.
Valid absences from work due to illness or family assistance cannot affect the employee’s position or be deducted from the employee’s annual holiday allowance.
In medium and large companies the base salary of employees on medical leave will be fully paid by the employer for the first two months of absence. From the third month to the 12th month of absence, the employer must pay the employee 50% of the base salary until the relevant social protection entity takes over.
Any hour worked in excess of the maximum limit of workday must be rewarded with overtime pay. Overtime limit is set at 2 hours per day, 40 hours per month and 200 hours per year. Overtime is compensated at 50% premium if it is within the limit of 30 hours per month or at 75% premium for hours that are in excess of 30 hours per month.
# State minimum salary
Effective 2015, the monthly minimum wage is 15003 AOA.
# Employment termination
Employers are not entitled to end an indefinite term employment contract without just cause. Employees may terminate an indefinite term contract by providing the employer with an advance notice of 30 or 60 days under the conditions of seniority in the case of senior staff or technical one. Either an employer or an employee may terminate a fixed-term contract before the expiration date with 2 weeks prior notice.
Acumen International can help you fast-track your possibilities of entering and expanding your business in Angola by providing you with our Employer of Record services. Our unique mix of PEO/EOR solutions will enable you to jumpstart your global operations almost immediately, cost-effectively and compliantly without any need to set up a legal entity first or afterwards.