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Compensation & Benefits in DjDjibouti.








Country Capital



Djiboutian franc (DJF)

Once you hire employees, the next step is creating a competitive compensation and benefits plan. First, you have to meet Djibouti’s compensation laws. Then, you need to add all guaranteed benefits to your Djibouti benefits management plan to stay compliant. Finally, adding supplemental benefits will help you keep employees happy and committed to your company.

Unfortunately, many companies don’t have the time or knowledge to deal with compensation and benefits while expanding to Djibouti. That’s why G-P offers Djibouti compensation and benefits outsourcing. We’ll add your employees to our existing Djibouti benefits management plan and payroll to help you stay compliant and save you time.

Djibouti Compensation Laws

Djibouti canceled its national minimum wage as part of the 2006 Labor Code in favor of occupational categories. Now, employers and employees set wages as part of an employment contract. Public sector workers have a minimum wage of 35,000 DJF, or about $198 a month. This was last changed in 2015.

Guaranteed Benefits in Djibouti

As part of your guaranteed benefits, you need to give all employees time off for Djibouti’s nine national holidays. Employees usually receive 30 days of paid annual vacation as well. Djibouti has a complex sick leave policy that includes 29 days labeled as temporary disability, during which employees get 50% of their salary. After 29 days, employees get 75% of their salary. As part of the country’s disability insurance, employees get medical and surgical care, hospitalization, laboratory services, medicine, dental care, and more.

Female employees are also entitled to 14 weeks of paid maternity leave — eight weeks before the birth and six after. Fathers should receive three days of paid paternity leave.

Djibouti Benefits Management

After you add guaranteed benefits to your Djibouti benefits management plan, we recommend dispersing additional benefits. The right benefits can convince employees to stay in their positions longer and help them feel appreciated. For example, you may give out a performance-based or 13th-month bonus that’s included in an employment contract. Djibouti uses a public/private healthcare system, so you could also choose to give out private health insurance. If you don’t want to source a specific plan, you can provide a stipend for employees to find their own health insurance.

Restrictions for Benefits and Compensation

Typically, you can’t source compensation and benefits until you have a registered subsidiary in Djibouti. The process to incorporate can take weeks or months, and that’s if everything goes according to plan. G-P doesn’t have the same restriction with Djibouti compensation and benefits outsourcing. As a global PEO, we have subsidiaries around the world that we can use to help you expand faster. As a result, you won’t have to establish a subsidiary, and you can outsource all compliance with us.

Choose G-P Today

G-P has a whole team of global experts who want to help your expansion succeed. Contact us today for more information about Djibouti benefits and compensation outsourcing and our entire suite of global expansion services.


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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