If your company is preparing to expand to Burundi, we can address critical human resources (HR)-related needs for payroll administration, compliance, and operational requirements. With our services as your Employer of Record (EOR), you can focus on growing without worrying about administrative tasks.
You are required to provide at least the country’s minimum wage to employees to cover their living expenses and family needs. However, the legal minimum wage has not been updated in several decades and is too low for practical application. Instead, the common practice is to choose a salary based on market standards, regional economic conditions, and the current cost of living. You and your employee should establish the salary by mutual agreement or through the Minister of Public Services, Labor, and Employment.
After deciding on the right wage and writing it in the employment contract, you must follow a consistent payment schedule, providing wages by the day, week, fortnight, or month.
Employees are entitled to 20 days of paid vacation each year. They are also eligible to receive up to three months of sick leave at 66.7 percent of their regular wages.
In situations of extraordinary need, you may have employees work up to 15 hours of overtime per week. They are entitled to 135 percent of their hourly wage for the first two hours of overtime and 160 percent for any additional overtime.
Female employees should receive at least six weeks of maternity leave and can take up to 14 weeks if they experience pregnancy- or birth-related complications.
As the employer, you are responsible for affiliating your employees with a maternity and health care insurance provider. You must also contribute a portion of each worker’s paycheck to social security.
Benefits Management and Dispersion
You have a responsibility to provide all guaranteed benefits for your employees, as well as weekly rest periods and any other requirements stipulated in the employment contract. You are also obligated to ensure a safe working environment for all employees.
In addition to required benefits, you can provide additional bonuses and other offerings to attract top professionals in the region. This is also an excellent way to show your current employees that you appreciate them and value their effort and dedication.
Some of the fringe benefits you might consider providing include:
- Bonuses and awards
- Family allowances
- Transportation stipends
- Relocation assistance
- Food allocations
When you’re considering your options for benefits packages, Globalization Partners can help. We offer wide-ranging resources and expertise to comply with local regulations and help you seamlessly handle Burundi benefits management. As part of our compensation outsourcing services, we’ll put together competitive benefits packages with keen insight into regional market expectations.
Restrictions for Benefits and Compensation
Burundi’s compensation laws provide a standard for fair employment practices but do not outline limitations for benefits. For example, the country’s labor codes require equal treatment for all employees without discrimination based on race, color, gender, political opinion, ethnic or social origin, or union activity. You are responsible as the employer to ensure fairness in hiring, promotions, remuneration, and matters regarding breach of contract.
The primary laws for occupational requirements, employment benefits, and any other regulations or restrictions will be enumerated in the Labor Code.
Work With Globalization Partners for Burundi Benefits Outsourcing
At Globalization Partners, we understand that navigating regulations, local market standards, and new economies can be challenging. We focus on simplifying your administrative requirements so you can stay ahead of your company’s operational priorities. We also take on liability so you can expand your company risk-free in over 180 countries worldwide.
Are you interested in exploring our outsourcing services? Contact us to discover what we offer.