Hiring employees in Rwanda is one of the most important tasks of an expansion. You need to find talented candidates ready to help grow your new location and meet Rwanda’s employment compliance laws to continue working without fees or delays. Globalization Partners simplifies the hiring process through Rwanda hiring outsourcing. We can hire the right employees and assign them to work for your company, and we onboard employees in a compliant manner, so you can operate without additional stress or hassles.
Recruiting in Rwanda
Recruiting on your own can be a challenge if your business doesn’t yet have an established presence in the country. Many companies source talent through word of mouth and personal recommendations. For this reason, it can be helpful to work with a global PEO that already has a subsidiary in the country.
Laws Against Discrimination in Rwanda
You should also be aware of your legal obligations as an employer in Rwanda. Under the Rwandan constitution, all Rwandans are equal in rights and freedoms. Employers cannot discriminate based on any of a wide range of characteristics, including:
- Economic status
- Physical or mental disability
- Cultural differences
- Political Opinion
It’s important to make sure your company complies with these regulations throughout the process of recruiting. To do so, you should be mindful of the language you use in job advertisements as well as the questions you ask potential hires in interviews and casual conversations.
How to Hire Employees in Rwanda
You must hire Rwandan employees under a written employment contract in the local language. You can either use a fixed-term or indefinite-term contract, but it should include compensation, benefits, termination requirements, and more. All salary and compensation amounts in both your employment contract and offer letter should be in Rwandan francs instead of foreign currency.
Rwanda Employment Laws
Companies also need to ensure that they meet Rwanda’s employment compliance laws during an employee’s tenure, including working hours. Employees typically work 40 hours a week, and anything beyond that amount of time is considered overtime. You need to provide overtime pay at the government’s rate or according to a collective bargaining agreement (CBA) if applicable.
Although CBAs are not extremely common in Rwanda, you should check to see if your employees are covered by one before drafting an employment contract. CBAs can dictate separate Rwanda employment compliance laws for certain industries or classes of workers, and you will have to follow those regulations to avoid fines, delays, and other issues.
Onboarding in Rwanda
You’ll get to choose the best way to onboard employees, but you can take certain steps to make employees more comfortable and confident. Start by going over the employment contract with employees during their first day, and take some time to review other company policies such as dress code, working hours, and similar factors.
We recommend traveling to Rwanda to onboard new employees so that you can show them how important they are to the company. You should also take time to provide any job training that will prepare employees for their new position.
Benefits of Hiring Outsourcing in Rwanda
You have two options related to Rwanda hiring outsourcing — working with a local agency or working with a global PEO. A local agency can help you hire Rwandan employees, but you’ll still be held responsible for all employment compliance laws. A global PEO such as Globalization Partners is the only way to outsource the hiring process along with matters of compliance. We’ll hire the right employees to help grow your company and ensure that you stay compliant throughout hiring, employment, and more.
Work With Globalization Partners To Expand Globally
It’s our goal at Globalization Partners to make your expansion as quick and easy as possible. If you’re wondering how to recruit and hire Rwandan employees and stay compliant at the same time, reach out to our team today to learn more about Rwanda employment compliance and hiring outsourcing.
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.