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. 雇用契約を起草する前に、CBAがあなたの業界をカバーしているかどうかをチェックすることをお勧めします。
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.
もう1つの法定給付は、産休です。 Expecting employees should get 6 weeks of paid leave before the birth and another 8 weeks after the birth. 雇用主はこの休暇の半分を支払い、社会保険は残りの半分をカバーします。 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. 従業員に追加の民間保険を提供するか、独自のプランを調達できるように奨学金を与えるかを選択できます。
給付および補償の制限
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.
G-P と提携して、あらゆる場所で労働力を構築しましょう。
グローバル展開のパートナーとして、G-Pは給与とコンプライアンスを処理し、チームの成長とビジネスの拡大に集中できます。 市場をリードする当社のGlobal Employment Platformは、完全にカスタマイズ可能な最初のグローバル雇用製品スイートを基盤としており、給与管理を合理化し、競争力のあるコンプライアンスの現地福利厚生の提供を支援するために、国内の人事および法務専門家からなる業界最大のチームによって支援されています。
当社のプラットフォームの詳細をご覧になり、今すぐ提案をリクエストしてください。