Compensation and benefits are two of the most complex but important aspects of global hiring. When expanding to Benin, your company will need to follow the country’s compensation laws and provide a Benin benefits management plan that not only complies with statutory requirements but also meets employees’ expectations.
As a global EOR, we help companies of all sizes expand globally without setting up new entities. When you partner with G-P, our HR and legal experts will make sure you meet Benin’s compensation laws, so you can focus on your business.
Benin compensation laws
Benin has a national minimum wage that was last changed in 2014. All workers must get paid at least CFA 40 000 a month. While the country does not have many prevalent trade unions or Collective Bargaining Agreements (CBAs), keep in mind that these agreements could have separate laws that you need to follow. Nous vous recommandons de vérifier si une convention collective couvre votre secteur avant de rédiger un contrat de travail.
Guaranteed benefits in Benin
Benin has 16 national holidays throughout the year, and employees are entitled to those days off. Generally, employees are entitled to 24 days of paid annual leave and should get an increase of 6 days after 30 years of service. Employees are not allowed to take more than 30 working days off within a year, and they must take their leave within 12 months from the time it’s granted.
Un autre avantage légal est le congé maternité. Expecting employees should get 6 weeks of paid leave before the birth and another 8 weeks after the birth. Les employeurs paient la moitié de ce congé, et l’assurance sociale couvre l’autre moitié. Fathers typically get 3 days of paid paternity leave, but you can choose to offer more.
Benin benefits management
Your Benin benefits management plan should also include supplemental perks. Many employers choose to go beyond the statutory minimums to increase retention rates and employee satisfaction. For example, Benin currently operates under a public/private healthcare system. Vous pouvez choisir de fournir une assurance privée supplémentaire aux employés ou leur donner une allocation afin qu’ils puissent s’approvisionner en leur propre plan.
Restrictions relatives aux avantages sociaux et à la rémunération
Companies expanding to Benin will need a registered entity to start working and hiring employees. However, G-P eliminates this restriction by enabling you to start operations without setting up an entity. As a global EOR, we streamline payroll, distribute benefits, and assure compliance, so you can expand quickly and confidently, anywhere in the world.
Associez-vous à G-P pour développer votre main-d’œuvre partout.
En tant que partenaire dans l’expansion mondiale, G-P gérera la paie et la conformité, afin que vous puissiez vous concentrer sur la croissance de votre équipe et la mise à l’échelle de votre entreprise. Cette Global Employment Platform mondiale leader du marché est alimentée par la première suite entièrement personnalisable de produits d'emploi mondiaux et soutenue par la plus grande équipe d'experts juridiques et RH du secteur pour rationaliser la gestion de la paie et vous aider à offrir des avantages locaux compétitifs et conformes.
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