If a global expansion in Comoros is part of your business plan, having the right resources to move forward is critical. At Globalization Partners, we know the benefits of growing your company globally, and we’re here to help you achieve your goals. We can serve as your Comoros Employer of Record (EOR) to simplify the expansion process in a new work environment. Whatever continent and country you want to work in, we’re on your side.
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We have established entities in more than 180 countries and offer country-specific expertise to help you efficiently and compliantly establish your company in a new region. From following the best hiring practices to creating locally competitive benefits packages and handling payroll, we take on matters of compliance so you can confidently pursue company growth. We assume all associated liability to allow you to expand into a new country risk-free.
Hiring, Negotiating, and Doing Business
A group of islands off the East African coast that form an independent country, Comoros has a developing tourism sector with visitors eager to explore its coastal beauty. With a steadily growing population and many young people joining the labor force, the country offers emerging opportunities for companies looking to develop in the region.
When you begin doing business in Comoros, you’ll want to closely follow local requirements and best practices. Our team can help you maintain full compliance as you establish yourself in the region.
Comoros’s labor laws do not stipulate a specific type of employment contract for new hires. However, the labor code does provide some guidelines for hiring practices. Keep in mind that it’s best to include as many details about your company’s requirements and the position’s responsibilities as possible.
You may establish a fixed-term or indefinite contract with your employee. Upon the agreement of both parties, you can institute a trial period for a maximum of six months. However, you must provide a contract in writing for the trial period, after which you may conclude a final agreement.
The legal working time must not be more than 40 hours a week except in extraordinary circumstances. If overtime work is necessary for urgent, seasonal, or otherwise justified work, overtime hours must not exceed 20 additional hours a week.
Women and young workers are entitled to a rest period of 12 consecutive hours daily. All workers must receive a weekly rest period of 24 consecutive hours, observed principally on Sundays or Fridays. Work on Sundays may sometimes be necessary for safe operations or to handle an urgent matter. In that case, your company can gain a temporary exemption by offering:
- A different rest day for staff to replace Sunday
- Rest for staff from noon on Sunday to noon on Monday
- Rest on only Sunday afternoon plus another rest day every 15 days by rotation
- A rest day designated by rotation for all staff or a portion of your team
Employees who work overtime, on holidays, during the night, or on rest days are entitled to additional compensation.
Each employee who has worked at least one year for your company should receive two and a half days of leave per month of work for your company. Annual leave allowances may increase with a worker’s seniority. At the time the worker goes on leave, you must pay 1/12 of their total salary in the last 12 months. You are not required to include bonuses and indemnities in this calculation but you may if you choose.
A female employee who is the head of a household, young employees under 18 years old, and workers with over 15 years of service with your company may be entitled to an additional leave of absence of up to three days for each month working for you.
According to the country’s labor laws, employees are entitled to up to six months of sick leave. They must provide proof of illness from a certified physician to receive the leave. Sick leave cannot be deducted from the employee’s annual leave.
Female employees are entitled to 14 weeks of paid maternity leave at the same salary they earned while working. Eight of those weeks must be taken after the woman gives birth. She can receive three additional weeks if she suffers from medical complications and illness after the birth.
Termination and Severance
As an employer, you may terminate a worker’s employment if you provide a valid reason relating to their conduct or capacity to handle operations. You are prohibited from terminating employees’ service for any of these reasons:
- Trade union activity or membership
- Nationality, color, race, social origin, gender, family responsibilities, pregnancy, marital status, religion, or political opinion
- Exercising a mandate to represent workers
- Good faith complaint against you for alleged law violations
- Absence for maternity leave, illness, or an accident certified by a physician
- Reporting harassment
- Having suspected or real HIV status
If you terminate an employee’s service without notice or before the period of notice has ended, you must provide remuneration of any salary and benefits the employee would have received for the rest of the notice period. Severance and redundancy pay must be determined based on the worker’s tenure and position after consultation with the Consultative Council of Labour and Employment (CCTE).
A woman who has given birth within the past 15 months has the right to terminate her employment at any time. She may do so without notice and having to pay indemnity.
The income tax system operates under a Pay As You Earn (PAYE) structure, and you are responsible for withholding the appropriate amounts from your employees’ paychecks each month. Individual income taxes are progressive based on the worker’s earning amount and range from 0 to 30 percent.
Benefits and Bonuses
You are not required to contribute to social security on behalf of employees, but you must register your company in the system.
While additional bonuses and benefits are not necessary, you might consider providing more options for your employees to create a highly competitive benefits package.
Employees are entitled to paid leave for public holidays in Comoros, including:
- New Year’s Day
- Labor Day
- Cheikh al Maarouf
- Eid al Fitr
- Eid al Adha
- Leilat al-Meiraj
- National Day
Choose Globalization Partners To Help You Expand Your Business to Comoros
With Globalization Partners, you can manage diverse requirements in Comoros with confidence. As your trusted partner, we’re an EOR that can set you up for success in a new region. Contact our team to learn more!