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The West African CFA Franc is the currency used in Senegal.
Estimated at 12-13%.
Emerald Technology can create a compliant contract in the UAE in 1 day.
French is the official language of Senegal.
The population of Senegal is 18.5 million.
Salaries are usually paid monthly.
To start growing your team in Senegal, you must establish a local entity- including an account with a local bank, a local office and an address registered as a subsidiary. This
allows you to manage payroll, tax, benefits and compliance for your employees, but can take several months.
Emerald can hire and payroll your workers, quickly and compliantly with their ready to go entity. Make growing your team simple with Emerald as a global partner.
Emerald can hire and payroll your workers, quickly and compliantly with their ready to go entity. Make growing your team simple with Emerald as a global partner.
Hiring employees in Senegal offers several advantages and challenges. On the positive side, Senegal’s labour market features a young, dynamic workforce with growing expertise in sectors like agriculture, tourism, and services, supported by increasing educational opportunities and vocational training. The relatively low cost of labour compared to many other countries can be advantageous for businesses looking to manage expenses effectively. Additionally, Senegal’s strategic location in West Africa provides access to both regional and international markets, benefiting companies with global expansion goals.
However, there are challenges to consider. Senegal’s labour market can be characterized by high levels of informality, which may complicate regulatory compliance and create inconsistencies in employment practices. The legal and bureaucratic processes for hiring and managing employees can be complex and time-consuming, potentially leading to administrative burdens for employers. Additionally, while infrastructure improvements are ongoing, some areas still face challenges related to connectivity and logistics. Overall, while Senegal offers opportunities for accessing a skilled and cost-effective workforce, navigating the regulatory environment and infrastructure issues requires careful planning.
United Arab Emirates is one of the most popular destinations for foreign workers, with almost 90% of the population being expatriates. Employees typically work in an office or
under a hybrid model.
The United Arab Emirates is the only country in the Middle East offering a digital nomad visa.
There are specific rules for foreign/Emirati individuals. Income tax for employees is not applicable but UAE/GCC nationals must pay 5% social security contributions.
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| Social Security - Emirate local citizen: | 12.5%. |
Pensions - citizens only.
Social Security - citizens only.
Unemployment - expat only.
Private Health Insurance.
Paid Annual Leave.
Gratuity - expats only.
Contracts in Senegal must include:
As part of the residence visa and employment permit application process, all workers in the UAE must enter into a standard template-written dual language contract provided by
the Ministry of Human Resources and Emiratisation. It is advised to include the following:
Contact details: Name, address, email, phone number
Job title
Country of employment
Line manager details
Salary and currency
Bonus and commissions
Housing and car/transport allowance
Start date and end date if applicable
Working hours, overtime and probation details
Annual leave/ vacation allowance
Benefits
The probation period in UAE for permanent employees is generally between three and six months, UAE Labour Law stipulates a minimum of 14 days’ notice when terminating an
employee on probation.
Emerald Technology can onboard employees in Senegal within 48 hours.
Is it acceptable to include restrictive covenants in the employment contract, provided that the employee is at lease 21 years of age when entering into the restrictions, the
employee has become acquainted with the employer’s clients or confidential information, and the covenants are limited in relation to their duration, geographic scope and the
nature of the business to be protected. Parties are permitted to include liquidated damages clause in the employment contract as it not possible to obtain an injunction onshore in
the UAE, although there are rules against ‘exorbitant’ penalties being applied in employment contracts under the Civil Code. It is possible to seek a ban on the employee’s
residence visa if they are in breach of a restrictive covenant which would prevent them from working in the territory of UAE. Non-compete clauses and customer non-solicit
clauses typically last no longer than 6-12 months. Employee non-solicits are also permissible.
In Senegal, the government aims to provide healthcare accessibility and affordability to all citizens and residents through universal health coverage and the National Health Insurance Scheme. This is funded through government and employer contributions and it covers outpatient care, inpatient care, preventive care, maternity care, chronic disease management and emergency services.
Social Security contributions in Senegal are managed through the Social Security Fund which provides pension benefits, disability benefits, survivor benefits, maternity benefits and occupational injury benefits. It is mandatory for employees to contribute 4% of their gross salary and employers to contribute 8% of the employee’s gross salary.
Expectant mothers are entitled to 60 days’ maternity leave, paid at 100% of the regular salary rate for the first 45 days and 50% for the remaining 15 days. Employees can take maternity leave before and after the due date. Employees are also entitled to take up to 45 days (consecutive or intermittent) of unpaid leave in the event of any post-partum complications, upon producing a medical certificate.
There is no provision for paternity leave in UAE law but for private-sector employees, both parents are entitled to five days’ paid leave, which can be taken any time until the child reaches the age of six months.
Employees are entitled to up to 90 days’ sick leave per year, only applicable after the end of the probation period. The sick leave can be continuous or intermittent, and is payable
as follows:
During their probation period, employees may be granted sick leave without pay, subject to the approval of the employer and based on a medical report stipulates the necessity
of the leave.
As the legal employer, Emerald Technology requires the following employee documents to ensure complete compliance:
As the legal employer, Emerald Technology requires the following employee documents to ensure complete compliance: Information required for employment contract Passport / ID National ID copy CV
When an employer dismisses an employee it must be with just cause and they must give them notice. The notice period starts from the day after the employer notifies the employee of the termination. Notice must be given in accordance with the following schedule at a minimum:
| Notice Periods: | The termination process is standard in UAE and based on Labor Law requirements, unless an employer can provide sufficient cause for dismissal without notice. A minimum of 30 |
If an employee is made redundant, they are entitled to a payment based on years of continuous service.
| Severance Pay: | Severance pay is determined by length of service and, if applicable, must be paid within 14 days of the termination date. An employee who has completed one year or more |
Employees with greater than six months’ service but less than a year’s are entitled to a minimum of two days’ paid leave for each month they are employed. Once the continuous service period exceeds on a year, employees are entitled to 30 days’ paid annual leave.
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