Employ Candidates Compliantly in Liberia

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  1. Overview: Liberia
  2. Global PEO and payroll
  3. Global HR Compliance
  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 Liberia

If you hire international workforce, or plan to hire, then Hiring and Firing Workforce in Liberia 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 Liberia 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 Liberia, 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 Liberia.

See the guide below for a general overview of labor rules and regulations in Liberia. Or contact us if you need to employ workers in Liberia or would like to get more details.

Hiring and Firing Workforce in Liberia Guide

# Employment contracts
A contract of employment may be for employment that is:

  • full-time;
  • part-time; or
  • casual.

Without limiting the scope of the preceding provisions, an employer may comply with this section by:

  • making a written contract of employment with an employee and providing the employee with a copy of the contract; or
  • making an oral contract with the employee and:
  • providing the employee with a written statement that contains the required information; or
  • if the terms of the oral contract are the same as those applying to other employees, posting a notice in the workplace which contains the required information in such languages as may be appropriate for the employees concerned.

The employer shall keep a copy of the written contract or the written statement throughout the employee’s employment, and for a period of five years after the termination of the employment.

# Minimum (Statutory) Employment Rules and Regulations in Liberia

# Hours of work:
Ordinary hours of work shall be eight hours in any one day or forty-eight hours in any one week. An employee who works fewer than eight hours on one or more working days of the week may be required to work more than eight hours on the remaining working days of the week, provided that:

  • In no case shall the daily limit of eight hours be exceeded by more than four hours; and
  • Nor shall the weekly limit of forty-eight hours be exceeded.

# Probation period:
A contract of employment may require that an employee serve a probationary period, provided that it shall not be more than three months.

# Annual leave:
Every employee is entitled to a minimum uninterrupted period of annual leave as follows:

  • during the first twelve (12) months of continuous service with an employer, the number of working days in one (1) week;
  • during the first twenty-four (24) months of continuous service with an employer, the number of working days in two (2) weeks;
  • for continuous service of thirty-six (36) months, the number of working days in three (3) weeks; and
  • for continuous service with the same employer for sixty (60) months and thereafter, the number of working days in four (4) weeks.

An employee’s entitlement to annual leave accumulates throughout their years of continuous service with an employer, provided that an employee may not accumulate more than three years’ entitlement to annual leave. An employer may permit an employee who is entitled to more than one week’s leave to take such leave in two parts provided that at least one period of leave shall be no less than one week’s duration.

# Parental leave:
An employed woman is entitled, on each occasion that she is pregnant, to a minimum of 14 weeks of maternity leave. An employed woman who takes maternity leave shall take a minimum of 6 weeks of leave after the date of confinement. Any period of leave under this section to be taken before the presumed date of confinement shall be extended by the time, if any, between the presumed date of confinement and the actual date of confinement, and the period of compulsory leave to be taken after confinement shall not be reduced on that account.

An employed woman is entitled to receive from her employer the remuneration she would otherwise receive for her ordinary hours of work during any period of maternity leave.

# Sick leave:
Every employee is entitled to ten days’ paid sick leave for every year of continuous service with their employer.
On any day that an employee is on paid sick leave the employee is entitled to receive the ordinary remuneration they would have received had they worked on that day.

An employee’s entitlement to sick leave accumulates throughout their service with an employer. An employee is not entitled to be paid at the end of their service with an employer for any period of sick leave which has accumulated but not been taken, provided however that a collective agreement may modify the operation of this section.

# Overtime:
An employer may require an employee to work a maximum of five hours’ beyond ordinary hours of work in any week. All work in excess of ordinary hours shall be paid at a rate not less than fifty per cent above the normal rate for that work.

# State minimum salary:
Liberia’s minimum wage is 15 LD per hour not exceeding 8 hours per day, plus benefits, for unskilled laborers; and 5,600 Liberian Dollars per month for civil servants. Liberia’s minimum wage was last changed in January 2014.

# Employee dismissal:
An employer has the right to terminate employment concluded for a definite period at any time. An employer has the right to terminate employment concluded for an indefinite period at any time provided.

Where an employer is considering terminating the employment of one or more employees by reducing the number of employees as a result of a reorganization or transfer of the business or a discontinuance or reduction of the business for economic, technological or structural reasons, including for reasons of bankruptcy, dissolution, closure, or cessation of the business.

An employer shall provide notice to the employee and pay severance pay to an employee if the employee’s employment is terminated because of economic reasons. An employee whose employment is terminated because of economic reasons is entitled to four weeks of severance pay for each completed year of service.

Acumen International can help you fast-track your possibilities of entering and expanding your business in Liberia 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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