Global HR Compliance in Chad
If you hire international workforce, or plan to hire, then Hiring and Firing Workforce in Chad Guide below will help you understand the nuances of labor legislation in the country.
There are two main reasons for companies hiring foreign workforce:
- Expanding into foreign markets to sell company product or products there. In this case, companies hire sales representatives who would exclusively represent their product in the target market and sell it to their local client base.
- Hiring the right foreign talent with a unique expertise, often related to IT sphere that cannot be found in the home country or that costs less compared to local specialist with similar skills.
After you have found the right candidate, the question is how to hire and provide compensation to this person so you as a business remain 100% compliant when working with global workforce. Another thing to consider is whether you want to keep the talent long-term and how you can do that.
If you need to hire foreign workforce in Chad so you can expand there, then our Global Employer of Record solution may be of help. We help you legally hire and reward your foreign workforce by making them employees via a global employment outsourcing service. This is simple as employ your in-house workforce with the only difference that workers can live anywhere in the world and Acumen International would be their legal employer on your behalf. This means we would bear all employment risks, not you. Also, we manage bonuses, vacations, sick leave and can rent the office and a car for your foreign sales representatives if that is what you need.
With our solution, you can test new foreign markets before deciding whether you are going to get established there. You gain flexibility and expand with reduced costs, and easily withdraw from the unattractive countries.
We are experts in global workforce employment in Chad, 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.
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 Chad.
Hiring and Firing Workforce in Chad Guide
# Employment contracts
According to the Labour Code the employment agreement may be concluded for fixed term or indefinite period in written or oral form.
# Minimum (Statutory) Employment Rules and Regulations in Chad
# Probation period:
Notice is required only at the end of the probationary period whenever it is provided for. Otherwise, it is due only after a period equivalent to the notice period as determined below.
# Parental leave:
Maternity protection under the Labour Code covers women working for others, with the exceptions of civil servants. Women covered by the Labour Code and Social Welfare Code as for maternity leave, and who have 6 months of continuous employment with one or more employers.
Fourteen consecutive weeks, eight of which to be taken after confinement. Three weeks in the event of illness resulting from pregnancy or confinement. Under the Labour Code, men who work for others, whether an individual or a public or private corporation, except for civil servants, are entitled to up to ten days a year of paid leave for “family events concerning their own home”.
# State minimum salary:
Chad’s minimum wage is 59,995 CFA francs per month for workers in all industries. Chad’s minimum wage was last changed in October 18, 2011.
# Employee dismissal:
The duration of the notice is fixed as follows:
- Eight days for maneuvers and paid workers by the hour, by the day, by the week, and by domestic workers, messengers and guardians whatever the method of fixing their wages;
- One month for paid laborers and laborers per month and commercial and clerical employees, team leaders, against masters and supervisors regardless of the method of fixing their salary;
- In the case of staff holding a written contract of employment, the minimum may not be less than at:
- One month for staff who, by reason of their function or qualification, belong to a profession or a professional category for which the use or collective agreements provide for a trial period of less than two months;
- Two months for staff who, by reason of their position or qualification, belong to a profession or a professional category for which the use or collective agreements provide for a trial period of three months;
- Three months in other cases.
When any agreed period of time continues beyond the fixed term, by the will expressed or implied by the parties, this extension gives the undertaking the character of the indefinite, notwithstanding any clause prohibiting tacit renewal.