Employ Candidates Compliantly in Angola

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  1. Overview: Angola
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Work permit for hiring expats via PEO
  5. Expand without a company set up
  6. Contractor vs. employee: which is better?
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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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. Manage expatriate immigration and visa support nuances in Angola. Acumen International provides information about the best scenarios of expat immigration and employment.
  6. 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.
  7. 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 Agreements

Permanent employment contract 

The employment contract is concluded indefinitely integrating the worker under the company’s permanent staff.
The employment contract is concluded for a specified time for execution of a certain work or service and must be in writing, including the precise indication of their term or conditions to which it is subject and of the decisive reasons for the hiring time. In the absence of written form or the information required in the preceding paragraph, it must be deemed that the contract has an indefinite duration

Fixed-term contract 

The fixed-term employment contract can only be concluded in the following situations:

  • Replacement of a worker temporarily absent
  • Temporary or exceptional increase in the normal activity of the company resulting from adding tasks, too many orders, market or seasonal reasons
  • Conducting occasional and ad hoc tasks that do not fall within the company’s current activity
  • Seasonal work
  • As for the activity to develop, since it’s temporarily limited, it does not advise the extension of the framework of the company’s permanent staff
  • Execution of urgent works that are necessary, or to arrange urgent measures to safeguard the premises and equipment and other company assets in order to prevent risks for the company and their employees; g) Launch of new activities of uncertain duration, beginning of laboring, restructuring or expansion of the activities of a company or work center
  • Employment of physically handicapped, elderly, prospective first job and unemployed for over a year or elements of other social groups covered by legal measures of integration or reintegration into working life
  • Execution of tasks well determined, the periodic in the company’s activity, but discontinuous in nature
  • Implementation, management and supervision of construction works and civil works, installation and industrial repairs and other works of similar nature and temporality
  • Learning and practical professional training.

Collective agreements   

Employers and unions may enter into collective bargaining agreements. Where there is no union representation, employees may set up an ad hoc commission aimed at negotiating and concluding a collective bargaining agreement with the employer, subject to complex requirements.

If more than one union represents an employer’s employees, the unions must set up a joint negotiation committee composed of representatives from each union in the same proportion as its employees are represented.

The negotiation process for a collective bargaining agreement must be finalised within 90 days of the employer receiving the union or employees’ initial proposal. If this process is unsuccessful, the Law on the Right to Collective Bargaining provides for alternative dispute resolution mechanisms to resolve collective labour conflicts – notably, conciliation, mediation and arbitration. Unions or employees may call a strike if negotiations are deadlocked when the deadline for reaching an agreement passes.

A collective bargaining agreement requires that all parties maintain social peace while it is in force, rendering any strike action or collective labour conflict illegal during that period. Once the effective period has elapsed, the agreement will continue to bind the parties until it is replaced by a new or amended collective bargaining agreement.

The terms and conditions of employment determined by a collective bargaining agreement may only be waived if an individual employment agreement establishes more favourable conditions to the employees.

# Severance payments

The amount of compensation due the employee in the event of termination of employment for reasons related to the employer is basic salary corresponding to the practiced to the termination date, multiplied by the number of years of seniority, with a limit of five, the amount so obtained 50% plus of the same base salary multiplied by the number of years of service in excess of that limit.
The compensation payable in cases of termination of employment by retirement of the employee calculated by multiplying 25% of basic salary charged on the date the worker reaches retirement age by the number of seniority years on the same date.

# Employee Benefits and Contributions

All workers are entitled, for each year of actual service, the following minimum mandatory gratuities:

  • 50% of base salary corresponding to the salary of the holiday period as a holiday bonus
  • 50% of base salary for the month of December as a Christmas bonus.

Employees are entitled to 22 days of paid holiday a year.  Social security contributions are shared between the employer (8%) and the employee (3%), amounting to a total contribution of 11%.

# Probationary period

In the employment contract for fixed period there is a trial 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 trial 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.   In the employment contract of fixed duration for a trial period only if agreed in writing, not exceeding the duration of 15 days or 30 days, according to whether unskilled or skilled workers.

During the trial period either party may terminate the employment contract, without obligation of previous notice, indemnification or presentation of justification.

# Overtime

The overtime work can only be provided when there are imperative needs of production or the services require it.
Constitute, namely, imperative needs:

  • Prevention or elimination of consequences of any accident, natural disasters or other incidence of force majeure
  • The installation, maintenance or repair of equipment and facilities whose inactivity would cause serious damage or interruption to the company or serious causes disruptions to the community
  • The temporary and unexpected occurrence of a volume of work abnormal
  • The replacement of workers who were not present at the beginning of their period of work, when it coincides with the end of the previous work
  • The movement, transformation or working of products easily
  • The completion of preparatory or complementary work which must necessarily be performed outside the operating hours of the work center
  • The extension of work, up to 30 minutes after closing, established in the retail and personal services or general interest, to complete transactions or ongoing service for clearance, tidying and preparation of the setup for the following opening period.


The maximum limits of duration of overtime work are:

  • 2 hours per normal day of work
  • 40 hours per month of work
  • 200 annual hours.

# Work hours

The normal work period cannot exceed the following limits:

  • 44 weekly hours
  • 8 daily hours.

The normal period of weekly work can be extended to 54 hours, in cases where the employer adopts schedule shifts schemes or modulated or variable hours, which a time of recovery or that the work is intermittent or of mere presence is running.

# Annual Leave

The vacations period is 22 working days in each year, do not count as weekly days of rest, complementary rest and holidays.

The vacation expired in the year after the admission to work correspond to two working days for each complete month of work in the admission year, with a minimum limit of six working days.

Employees with children are entitled to an additional vacation day per year until the child reaches the age of 14.

The employees hired for a fixed period, whose initial term or renewal of the contract does not exceed one year, are entitled to a vacation period corresponding to two working days per full month of work.

The holidays may be replaced by the remuneration to be paid at the end of the contract.

Unpaid vacation entitlement 

At the written request of the employee, the employer may allow you to leave without pay duration of which must be expressly decision.

# Sick Leave

Employees are entitled to be absent from work due to illness, without limitation, provided that such absence is documented and justified by 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:

  • Their employer or the local social security authority (in the case of natural illness)
  • Their insurer (in the case of occupational disease) under the mandatory work compensation insurance policy.

In case of medical leave, medium and large-sized companies must pay the full base salary of employees for the first two months of absence. From the third to the twelfth month of absence, they must pay the employee 50% of their base salary until the relevant social protection entity takes over. Micro and small-sized companies must pay the employee 50% of the base salary for 90 days.

# Parental Leave

The employee is entitled  maternity leave of three months.  

The maternity leave begins four weeks before the expected date of birth, and the remainder be taken after this.

From the license to leave after the delivery is extended from four weeks in the case of multiple births occurred.

If the birth is found at a later date provided in the start of the leave is increased by this time to last for nine full weeks after delivery.

During the first weeks after birth, the employer a worker cannot receive the service, even if she does not want to enjoy the full maternity leave.

During the leave, the employer shall forward the employee maternity allowance due for Social Security by supplementing it if necessary, until the net value of the remuneration which he receives, if he were in active service and made getting the right to be reimbursed the value the subsidy.

There is no statutory paternity leave. 

Employees are eligible for up to three days of family leave per month, up to 12 days per year, eight of which are to be fully compensated, to help members of their household, a spouse, parents, grandparents, or children over 10 years of age.

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.

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