Compensation and benefits are two of the most complex but important aspects of global hiring. When expanding to Benin, your company will need to follow the country’s compensation laws and provide a Benin benefits management plan that not only complies with statutory requirements but also meets employees’ expectations.
As a global EOR, we help companies of all sizes expand globally without setting up new entities. When you partner with G-P, our HR and legal experts will make sure you meet Benin’s compensation laws, so you can focus on your business.
Benin compensation laws
Benin has a national minimum wage that was last changed in 2014. All workers must get paid at least CFA 40.000 a month. While the country does not have many prevalent trade unions or Collective Bargaining Agreements (CBAs), keep in mind that these agreements could have separate laws that you need to follow. Consigliamo di verificare se un contratto di assunzione copre il settore prima di redigere un contratto di assunzione.
Guaranteed benefits in Benin
Benin has 16 national holidays throughout the year, and employees are entitled to those days off. Generally, employees are entitled to 24 days of paid annual leave and should get an increase of 6 days after 30 years of service. Employees are not allowed to take more than 30 working days off within a year, and they must take their leave within 12 months from the time it’s granted.
Un altro vantaggio legale è il congedo di maternità. Expecting employees should get 6 weeks of paid leave before the birth and another 8 weeks after the birth. I datori di lavoro pagano metà di questo congedo e l’assicurazione sociale copre l’altra metà. Fathers typically get 3 days of paid paternity leave, but you can choose to offer more.
Benin benefits management
Your Benin benefits management plan should also include supplemental perks. Many employers choose to go beyond the statutory minimums to increase retention rates and employee satisfaction. For example, Benin currently operates under a public/private healthcare system. Puoi scegliere di fornire un’assicurazione privata aggiuntiva per i dipendenti o dare loro un compenso in modo che possano procurarsi il proprio piano.
Restrizioni per benefit e compensi
Companies expanding to Benin will need a registered entity to start working and hiring employees. However, G-P eliminates this restriction by enabling you to start operations without setting up an entity. As a global EOR, we streamline payroll, distribute benefits, and assure compliance, so you can expand quickly and confidently, anywhere in the world.
Collabora con G-P per creare la tua forza lavoro ovunque.
In qualità di tuo partner nell’espansione globale, G-P gestirà libro paga e conformità, in modo che tu possa concentrarti sulla crescita del tuo team e sulla scalabilità della tua attività. La nostra piattaforma di Global Employment Platform leader di mercato è alimentata dalla prima suite completamente personalizzabile di prodotti per l’impiego globale e supportata dal più grande team di esperti in materia di risorse umane e legali del settore per semplificare la gestione delle buste paga e aiutarti a offrire benefit locali competitivi e conformi.
Scopri di più sulla nostra piattaforma e richiedi una proposta oggi stesso.