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Employ Candidates Compliantly in Benin

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  1. Overview: Benin
  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 Benin

Any enterprise could not function properly without a thorough learning of the labor legislation of the country in which it carries out business. If the company does not develop internal regulations in accordance with the local legislation of Benin, then it will inevitably face a number of problems. Any conflicts that employees initiate in such a situation will be resolved not in favor of the company.

Acumen International has professional expertise in global workforce employment in Benin, and our goal is to support daily operations related to personnel, offering integrated solutions for efficient activity of the enterprise and simultaneous saving of time and costs.

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 Benin, 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 Benin. 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 Benin, 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 Benin will help you:

  1. Navigate legislation and local nuances of Benin. You need to know what is acceptable and what can expose you to employment litigation as well as employee / independent contractor misclassification risk in Benin.
  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 Benin. 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 Benin.
  5. Manage expatriate immigration and visa support nuances in Benin. 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 Benin.

Hiring and Firing Workforce in Benin Guide

# Employment contracts

According to the labour legislation of Benin there are 2 types of employment agreements:

  • Indefinite contracts could be oral but preferable it should be in written form in the local language, which describes the employment terms such as compensation, benefits, and termination requirements;
  • Fixed term contracts – the obligatory requirement is that they should be always in written form and their term allowed for up to 48 months.

# Minimum (Statutory) Employment Rules and Regulations in Benin

# Hours of work:
Generally in Benin, established 40 hours working week that should not exceed 56 per week.

# Probation period:
The duration probationary period may be set up to 3 months.

# Annual leave:
Pursuant to the Labor legislation the employees are entitled to 24 paid days of annual leave, and could be increased due to the length of service in the company as following:

  • more than 20 years – 2 additional days will be granted;
  • more than 25 years – 4 additional days will be granted;
  • more than 30 years – 6 additional days will be granted.

The undividable part of annual leave should be at least 14 days in length.

The cumulative duration of the leave may not exceed 30 working days within a year, and the leave must be taken within 12 months of receipt.

# Parental leave:
Female employees are eligible for 6 weeks of paid maternity leave before the birth of baby and 8 weeks after the birth of baby. Male employees are generally entitled up to 3 days of paid paternity leave.

# Sick leave:
Employees with less than 2 years of service are entitled to 6 months’ sick leave.
Employees with 2+ years of service are generally entitled to 12 months’ sick leave.

The payment the compensation for sick leave depends on the length of service:

  • If the employee has worked for less than 12 months s/he is generally entitled to one month paid leave.
  • Employees with 1-5 years’ service are generally entitled to three months at full pay and three months at half pay.
  • Employees with 5+ years of service are entitled to full pay for 6 months.

# Overtime:
The employee may not work more than 240 hours of overtime per year. Overtime is paid at the following rares:

  • 112% of normal hourly rate for 41st to the 48th hour per week.
  • 135% of normal hourly rate beyond the 48th hour per week.

# State minimum salary:
The Benin minimum wage rate is 40,000 CFA francs per month; the government has also set specific minimum wage scales for a number of different occupations. Benin’s minimum wage was last changed in April 01, 2014.

# Employee dismissal:

The Employers may terminate the employees for the following reasons:

  • worker health;
  • inability to hold employment;
  • competence or conduct;
  • changes in the organization or technology;
  • economic hardship or closure of the company.

If the employer dismisses the employee on personal grounds, the employer must notify the employee in writing form and include the reasons for termination.

The notice periods are as follows:

  • Hourly employees are entitled to 15 days’ notice.
  • Employees, workers, and laborers are entitled to one month of notice.
  • Supervisors and executives are entitled to 3 months’ notice.

Employees are entitled to severance pay. The amount depends on length of service:

  • First 5 years of employment–30% of average monthly salary;
  • 6-10 years of service–35% of average monthly salary;
  • 10+ years of service–40% of average monthly salary.
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