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Compensation & Benefits in TdChad.








Country Capital



Central African CFA franc (XAF)

Compensation and benefits in Chad can make or break your expansion to the country. Meeting Chad’s compensation laws will help you stay compliant and keep employees happy, while providing more than just the statutory benefits will help you secure top talent. However, it’s difficult to handle the different aspects of an expansion while sourcing compensation and benefits.

G-P makes it easier to open new locations in foreign countries with our suite of global expansion services — including Chad compensation and benefits outsourcing. Our goal is to help you expand across borders by making the process faster, more productive, and compliant. You can use our subsidiary to hire employees, add them to our payroll and Chad benefits management plan, and stay compliant.

Chad Compensation Laws

Chad has a minimum wage of 59,995 CFA francs per month that applies to all workers in every industry. Any hours worked beyond 39 a week are subject to overtime. Chad compensation laws do not dictate overtime wages, so you’ll have to include your own in an employment contract or check to see if it’s included in a collective bargaining agreement (CBA).

Guaranteed Benefits in Chad

It’s important to provide all guaranteed benefits required by law as a part of your Chad benefit management plan. The country has 10 public holidays, and all employees should get those days off. Every worker is entitled to 24 days of paid annual leave, which increases to 26 days after 10 years of service with your company.

Another important benefit is maternity leave. Female employees should receive 14 weeks of paid maternity leave that’s compensated through social security benefits. Fathers get two weeks of paid paternity leave that’s compensated by the employer.

Chad Benefits Management

Instead of providing only statutory benefits, you should disperse additional options as part of your Chad benefits management plan. For example, people in Chad have little to no access to health care. Providing your own health care plan or a stipend for employees to source their own insurance could make them choose your position over another.

Restrictions for Benefits and Compensation

You can’t disperse your benefits or pay employees unless you have a subsidiary first. However, it can take a long time to incorporate, causing you to lose valuable job candidates, business relationships, and more.

G-P doesn’t have the same restriction. You can use our existing subsidiary to start working faster with employees who are ready to be productive from day one. We’ll also take on Chad compensation and benefits through outsourcing to save you time. You’ll never have to worry about paying employees or figuring out whether you’re providing the right benefits.

Choose G-P Today

You don’t have to go through your expansion worrying about global compliance and managing every step on your own. At G-P, we’re the experts who can provide Chad compensation and benefits outsourcing to make your life easier. Reach out to us today for more information about how we can help.


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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