Employ Candidates Compliantly in Mali

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  1. Overview: Mali
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Expand without a company set up
  5. Contractor vs. employee: which is better?
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Global HR Compliance in Mali

The knowledge, skills and experience of the specialists of Acumen International will become your competitive advantage. We provide the possibility of forecasting risks, indicate a map of day-to-day operations.

Using the services of Acumen International, you will be able to fully appreciate such advantages as: increasing the level of performance of non-core business processes, lack of capital costs for the organization of internal services, the possibility of reducing financial costs, and administrative 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 Mali, 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 Mali. 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 Mali, 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 Mali will help you:

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

Hiring and Firing Workforce in Mali Guide

# Employment contracts
An Indeterminate Length Work Contract – All contracts that do not match the definitions of the Fixed-Term Work Contract, an Apprenticeship Contract, Internship contract for gaining qualification or a Trial Engagement Contract should be considered an Indeterminate Length Work Contract.

A Fixed-Term Contract – The Fixed-Term Work Contract is a contract where the length of the contract is specified in advance, following the agreement of both parties. A contract for doing a determined work or for setting up an enterprise whereby the term depends on a certain event in the future, yet the date of that event is not exactly known, is also considered a Fixed-Term Work Contract.

# Minimum (Statutory) Employment Rules and Regulations in Mali

# Hours of work:
Within the limit of 2352 hours per year, the weekly hours of work in agricultural areas are fixed according to the seasons as follows:

  • hot season: from March to June = 42 hours;
  • rainy season: from July to October = 46 hours;
  • cold season: from November to February = 48 hours.

Establishments or parts of establishments subject to the forty-hour week must choose one of the following modes:

  • work in a cyclical schedule with the possibility of alternating in the month of weeks of more than 40 hours and weeks of less than 40 hours,
  • shift work with succession of work teams,
  • work in an individualized schedule so as to offer the worker a great deal of flexibility in adjusting his work schedule,
  • part-time work involving no lower limit,
  • job sharing that provides the opportunity to divide a full-time job into two part-time jobs.

# Probation period:
A probation period must be expressly stated in writing. This commitment includes:

  • The employment and the professional category of the employee.
  • The length of time of the trial period. Normally it is equal to the notification required to terminate a contract, but can be specified to be a maximum of six months (which includes the period of renewal).

# Annual leave:
Annual Leave – Annual leave is equivalent to two and a half days per month of work accrued, for a total of 30 calendar days per year (working days and weekends included). For convenience, this is considered the equivalent of 22 working days per year.

  • The Contract employee with more than 15 years of full-time service with The employer is entitled to two additional working days of vacation time per year.
  • The Contract employee with more than 20 years of full-time service with The employer is entitled to four additional working days of vacation time per year.
  • The Contract employee with more than 25 years of full-time service with The employer is entitled to six additional working days of vacation per year.

# Parental leave:
The female contract employee with at least nine months of creditable service with the employer will be entitled, upon properly documented request, to fourteen weeks of unpaid maternity leave. This is limited to a maximum of six weeks before confinement and eight weeks after confinement. Local law does not allow for any amounts in excess of these amounts for maternity leave except as noted in the following paragraph. In case of medical complications, the female Contract employee may be eligible for an additional three weeks of maternity leave during which INPS continues salary payments. No salary or allowances will be paid by the employer. However, maternity leave is considered creditable service, and the Contract employee will continue to accrue annual leave

# Sick leave:
Sick leave – will be granted:

  • Upon presentation of medical certification by a Doctor approved by the employers that leave is necessary.
  • For medical, dental and optical exams as approved in advance by a Doctor approved by the employer.
  • If because of contact with a contagious disease (as certified by a Doctor approved by the employer) the Contract employee’s presence endangers the health of his colleagues.

# State minimum salary:
Mali’s minimum wage is 28,465 CFA francs per month ($57), plus a mandatory benefits package including social security and health care. Mali’s minimum wage was last changed in January 2014.

# Employee dismissal:
The Fixed-Term Contract may not be cancelled before the term ends through the desire of only one of the parties, except in cases specified in the contract, or in the case of major misconduct at the discretion of the relevant jurisdiction. An unjustified cancelling of a contract by one party entitles the other party to receive payment of penalties.

An Indeterminate Length Contract can always be cancelled by one of the parties. This resolution is subordinate to a notification given by the party who sought to end the contract. All employers who wish to release a worker who has worked for more than three months in an enterprise is required to inform the Work Inspector, preferably by letter, and including information related to the worker and the employer and the reason for the dismissal. The Work Inspector must respond within 15 days to the letter. In the case of the contesting of the separation or the motives of the dismissal, the employee can present the case to the Labor Tribunal. The proceeding before the Labor Tribunal suspends the decision of the employer.

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