- Overview: Sierra Leone
- Global HR Compliance
- Global PEO and payroll
- Expand without a company set up
- Contractor vs. employee: which is better?
Global HR Compliance in Sierra Leone
If you hire an international workforce, or plan to hire, then Hiring and Firing Workforce in Sierra Leone Guide below will help you understand the nuances of labor legislation in the country.
When the company is planning to enter a new foreign market of Sierra Leone and has a need to employ a local national there, the first question to answer is how it is going to make local hires. We have designed a Global Employer of Record service to help you outsource global employment of your foreign workforce to companies like ours. This solution helps you employ your global sales force in Sierra Leone as well as in other countries of the world, and provide pay and benefits to your employees, as well as administer any business expenses with our help.
Our solution is different from other hiring modes in that it helps you engage your foreign workforce in full compliance with the local labor legislation. This means you are protected from any non-compliance and employee misclassification risks while we bear all employment risks, not you.
So, it looks very much like hiring your in-house sales force in your home country. However, you focus on only on your global business development while we admin your global HR. In addition, you don’t need to open your own entities in the foreign countries and can leverage our infrastructure in Sierra Leone instead. With our service, you can become a global company with reduced costs and minimized time and effort on your end.
Your employed foreign sales force will devote 100% of their time to your company product and may stay with you longer than foreign independent sales reps.
Global Employer of Record solution is 100% compliant solution that guarantees you and your employees fully compliance with local legislation in Sierra Leone.
We are experts in global workforce employment in Sierra Leone, 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 Sierra Leone.
See Hiring and Firing Workforce in Sierra Leone Guide below for a general overview of labor rules and regulations in the country. Or contact us if you need to employ workers in Sierra Leone or would like to get more details.
Hiring and Firing Workforce in Sierra Leone Guide
# Employment contracts
In Sierra Leone employment contracts can be set orally or in writing.
# Minimum (Statutory) Employment Rules and Regulations in Sierra Leone
# Hours of work:
Normal duration of working hours is not more than 8 hours in a day. Normal duration of working hours in a week is not more than 40 hours. If the official holiday is during the weekend the holiday is postponed on Monday.
# Probation period:
Probation periods of up to six months are permitted.
# Annual leave:
Employees are entitled of a paid annual leave not less than 20 working days. Where such leave does not apply if it applies on public holiday.
In general, employees are entitled to the following paid annual leave:
- One to five years of employment: 19 days of leave;
- Five to 10 years of employment: 22 days of leave;
- 10+ years of employment: 28 days of leave.
# Parental leave:
Female employees are generally entitled to 12 weeks of paid maternity leave.
# Sick leave:
In general, employees are eligible for at least five paid sick days per year.
The overtime hours are considered additional hours over the normal duration of the working day of 8 hours or the overtime hours over the normal working day of the employee that works part time. A full time employee can only work up to 10 supplementary hours a week, bringing the total maximum permissible weekly working period to be 50 hours.
# State minimum salary:
Sierra Leone;s minimum wage rate is 500,000 Sierra Leonean leones per month for all employees. Sierra Leone’s minimum wage was last changed in January 2015 .
# Employee dismissal:
The termination of the employment contract should respect the regulations of the labour laws. The forms of termination of the employment contract dependent on the type of contract (limited or unlimited period) are as follows:
- Termination of the employment contract for an unlimited period: If an employment is to be terminated by any one contracting party, such a party should give a notice period for such termination and such period should generally be a minimum of 30 days before the due date for the end of the employment or payment for 30 days of wages or salary paid in lieu of the remuneration of the other party.
- Termination of employment contract for a limited period: At the end of the period determined in the contract, termination can be given without any notice.
- Termination during the probation period: During the probationary months of employment, the period of notice is 5 days to be given by the employer.
- Immediate termination: At any time for justifiable causes. In case of unjustifiable causes the employer may be compelled by the court decision to pay a penalty or compensation.
- Mutual agreement: This applies where both parties agree to terminate the employment contract, subject to mutually acceptable terms.
Acumen International can help you fast-track your possibilities of entering and expanding your business in Sierra Leone 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.