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Hiring & Recruiting in SnSenegal.






Country Capital



West African CFA franc (XOF)

Hiring employees in Senegal is an important step for your company. But first, you’ll need to understand the country’s business etiquette and employment laws to recruit the right candidates and stay compliant from day one.

Recruiting in Senegal

Knowing what potential hires are looking for in an employer will help you make the most of your resources, and understanding the laws surrounding hiring and recruitment will help your company stay compliant internationally.

The most talented workers in Senegal are looking for more than financial compensation. They’re also seeking positions that offer fulfilling work, opportunities to develop their skills, and leadership they can trust. Throughout the recruitment process, make sure candidates have a chance to get to know you and your company culture.

Laws against discrimination in Senegal

In Senegal, a set of laws and regulations are in place to prevent discrimination in hiring and employment. Employers cannot discriminate based on the following characteristics:

  • Political or philosophical opinions
  • Nationality
  • Sex
  • Religious beliefs
  • Social, racial, or professional origins
  • Membership of a union
  • Union activity

To avoid potential compliance issues, avoid asking questions directly related to any of these characteristics. You should also be mindful of the language you use in job advertisements.

How to hire employees in Senegal

If you’re looking to hire employees in Senegal, you may need a team member who speaks the country’s main languages. The majority of Senegal residents speak French and their own regional language. In the capital of Dakar, people speak Wolof.

Senegal requires a written employment contract that can be indefinite or fixed. The country also allows fixed employment contracts of up to 24 months with the option to renew. All employment contracts should include compensation, benefits, termination requirements, and salary amounts in West African CFA francs instead of another currency.

Senegal employment laws

It’s important to understand Senegal’s employment compliance laws and recent changes. International workers looking for long-term employment in Senegal must wait until they receive a work permit to begin working. Work permit applications enter Senegal under a business visa, and it can take up to 4 weeks for an employee to obtain one.

Standard hours of work are limited to 40 weekly hours in non-agricultural positions. Overtime is permitted up to 500 hours per year, and additional hours of up to 10 extra hours weekly are allowed with the Labor Inspector’s approval. The rate of pay for overtime varies by the number of additional hours.

Another requirement is that employment contracts must include the projected start date, not the actual start date. The actual start date depends on when an employee obtains their work permit.

Onboarding in Senegal

Once you hire employees in Senegal, the next step is onboarding. Senegal’s employment compliance laws do not dictate one specific way to successfully onboard employees, so you’re free to outline the process. We recommend reviewing the employment contract with all new employees during their first day or week. You can also give new hires copies of any other important company documents and encourage them to ask questions.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


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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