Sourcing the right benefits and providing adequate compensation are difficult tasks in any country, and they can become even more challenging when you’re expanding to a new jurisdiction with unfamiliar laws. Here are a few things to know about Côte d’Ivoire compensation and benefits.
Côte d’Ivoire compensation laws
Côte d’Ivoire’s compensation laws include a minimum wage that varies by occupation. The minimum wage was last changed in 1994, and the lowest rate is CFA 36,607 per month for workers in the industrial sector.
Construction workers make a slightly higher rate, and Collective Bargaining Agreements (CBAs) may also establish different minimums that companies have to abide by.
Côte d’Ivoire’s labor code requires employers to pay employees directly or indirectly using cash or in kind. If employees work 40 hours a week, they should get paid once each month.
Guaranteed benefits in Côte d’Ivoire
One of the most important aspects of your Côte d’Ivoire benefits management plan is providing statutory benefits to all employees. You must provide these benefits to stay compliant, including:
- Time off for the country’s 14 public holidays.
- 26 days of paid annual leave after a year of employment and 27 days after 5 years of work.
- At least 5 days of paid sick leave.
- 14 weeks of paid maternity leave.
- Enrollment in the universal healthcare system
Côte d’Ivoire benefits management
Companies should also give out supplemental benefits that will encourage talent retention. For example, Côte d’Ivoire’s healthcare system charges all citizens over 5 years old more than CFA 1,000 CFA for low-cost treatment. Although not required, companies could source a private healthcare plan for employees or give them a stipend to find their own insurance.
Many countries require a 13th- or 14th-month bonus. Côte d’Ivoire does not require yearly or performance-based bonuses, but you can choose to provide one to show employees that they’re appreciated. Once you decide on any additional benefits you want to provide, you should outline them in the employment contract.
Restrictions for benefits and compensation
Companies cannot provide compensation or benefits until they incorporate in Côte d’Ivoire. However, setting up a subsidiary is a time-consuming process and also requires expertise in Côte d’Ivoire compensation laws.
Luckily, G-P offers an alternative. As a global Employer of Record (EOR), we’ll help you expand without the hassle of entity setup and manage compliance every step of the way.
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As your partner in global expansion, G-P will handle payroll and compliance, so you can focus on growing your team and scaling your business. Our market-leading Global Growth Platform™ is powered by the first fully customizable suite of global employment products and backed by the industry’s largest team of in-country HR and legal experts to streamline payroll management and help you offer competitive, compliant local benefits.
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