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. We recommend checking to see if a CBA covers your industry before drafting an employment contract.
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.
Another statutory benefit is maternity leave. Expecting employees should get 6 weeks of paid leave before the birth and another 8 weeks after the birth. Employers pay for half of this leave, and social insurance covers the other half. 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. You can choose to provide additional private insurance for employees or give them a stipend so that they can source their own plan.
Restrictions for benefits and compensation
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.
Partner with G-P to build your everywhere workforce.
As your partner in global expansion, G-P will handle payroll and compliance, so you can focus on growing your team and scaling your business. Our market-leading global employment platform is powered by the first fully customizable suite of global employment products and backed by the industry’s largest team of in-country HR and legal experts to streamline payroll management and help you offer competitive, compliant local benefits.
Learn more about our platform and request a proposal today.