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Hiring in AoAngola.

Population

35,981,281

Languages

1.

Portuguese

Country Capital

Luanda

Currency

Angolan kwanza (AOA)

Recruiting, hiring, and employment compliance are three extremely important aspects of an expansion. Your employees are your most vital asset, and you need to meet Angola employment compliance laws throughout the hiring process. However, it can be challenging to learn how to hire employees in Angola while you’re also juggling running your parent company, a new location, and other aspects of expansion.

G-P understands everything that’s on your plate during an expansion, which is why we offer Angola hiring outsourcing. Our team will hire talented employees and assign them to work for you. Then, we’ll shoulder all compliance. You also won’t have to establish a subsidiary before you hire employees, as we can use our existing subsidiary to help you start working fast.

Recruiting in Angola

The largest economic sector in the country is oil, so many jobs go to engineers, geologists, IT technicians, and environmental scientists. If you’re entering into this field, you may have trouble competing to find the top talent. However, there are some good places to recruit employees in these industries and others, including:

  • Oilcareers.com
  • Job of Mine
  • Rigzone.com
  • Find a Job in Africa

Since Portuguese is the main language in this country, it can help to advertise your available jobs on Portuguese websites as well, such as:

  • Portal do Emprego
  • Trabalho em Angola
  • Emprego Angola

Legal & Background Checks

While you’re staffing your business, you may want to do a background check on potential employees. The General Labor Law allows these checks under two different conditions.

First, you can ask employees to present a copy of their up-to-date criminal record if the position requires such screening. Second, you can request copies of an employee’s vaccination cards to confirm that they comply with the national vaccination program. You’re also allowed to submit employees to a medical exam before they start working for your company if there are specific medical or physical requirements for the job.

Other common background checks include:

  • Drug screenings: You can screen prospective employees for drugs as a part of a regular medical exam. However, invasive testing, such as blood tests, must meet certain requirements.
  • Credit checks: If the individual is applying for a job that requires a positive credit status, you can ask for their credit score. Third-party testing is not allowed, as it’s considered privileged or confidential information.
  • Immigration status checks: You must confirm the nationality and immigration status of all prospective employees before they start.
  • Social media checks: You are allowed to look at an employee’s social media use with their consent, but you must follow the appropriate data protection laws.

How to Hire Employees in Angola

Angola has a formal and hierarchical business structure, and people also value relationships and families. While hiring employees in Angola, you should ask about individuals’ families and establish a good rapport. Negotiations are often time-consuming, and the person with the most seniority should ultimately make all business decisions.

Meetings in Angola usually start late, and people walk in and interrupt them frequently. No one in the country likes to be negative, so they may agree with you even if they don’t. As a result, it’s important to make sure all agreements are in writing.

Angola Employment Laws

Your employment contracts need to meet Angola employment compliance laws. For example, fixed-term contracts are only permitted under specific circumstances such as seasonal work and replacement of a temporarily absent worker and are only allowed for specific durations based on those circumstances. Only fixed-term and training contracts must be in writing, but we recommend putting all your employment contracts in writing and in the local language.

Make sure any salary or compensation amounts are in Angolan kwanza. Your contract should also include important employment terms, such as:

  • Entitlement and termination terms
  • Place of work
  • Working hours
  • Compensation
  • Bonuses
  • Benefits
  • And more

Once hired, the general working week is 44 hours worked no more than 8 hours per day. Employees should receive a break of between one and two hours and should not work more than 5 consecutive hours without rest. Overtime is permitted in certain circumstances with a limit of two hours per day, 40 hours per month, and 200 hours per year. Overtime is compensated at a rate of 150% of regular wages for the first 30 hours of overtime per month. Any additional hours are paid at 225% of regular wages.

Onboarding in Angola

Once you hire employees in Angola, you need to create a plan for onboarding them. Angola employment compliance laws don’t focus on onboarding, so you can use a process that works best for your company. We recommend meeting with employees on their first day to review their employment contract and duties. Then, you can schedule any job training they’ll need or even host events for all new employees to meet.

Benefits of Hiring Outsourcing in Angola

You already have numerous factors to worry about during an expansion, including payroll, compensation, benefits, establishing a subsidiary, and more. It’s difficult to also learn how to hire Angolan employees in the midst of running two or more company locations. That’s where G-P can help. Angola hiring outsourcing services will ensure that you get top talent that meets employment compliance laws. You won’t have to set up a subsidiary either, as we’ll use our existing Angola subsidiary to help you start working fast.

Work With G-P To Expand Globally

Don’t wait to choose Angola hiring outsourcing for your expansion. Contact G-P today to learn more.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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