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Compensation & Benefits in KmComoros.










Country Capital



Comorian franc (KMF)

Navigating complex Comoros compensation laws is simpler and more efficient when you have the right resources and expertise available to help. It’s crucial to understand expectations and legal regulations for compensation and benefits as you establish your company abroad.

With G-P, you can expand your company’s reach and bring the region’s leading talent to your team. Our local experts provide the knowledge and resources you need to establish your company in the area with full legal compliance.

Comoros Compensation Laws

The minimum wage in Comoros is 55,000 Comorian francs (KMF). Market standards for your employees’ salaries will vary based on their roles and industries.

You are required to provide equal pay for employees in a similar position and seniority level without discrimination based on race, color, sex, supposed state of health, religion, political opinion, social origin, or national identity. These characteristics are prohibited as grounds for different remuneration, benefits, or working conditions.

For night work, overtime, or work on rest days or holidays, employees are entitled to additional compensation by law. Pay rates for these situations must meet these minimum requirements:

  • Additional 40 percent of salary for work on rest days and holidays
  • Additional 15 percent of salary for the first eight hours exceeding the 40-hour weekly limit
  • Additional 30 percent of salary for more than eight hours of overtime
  • Additional 40 percent of salary for overtime beyond 16 hours — up to 60 hours in a week

Guaranteed Benefits in Comoros

Each worker is entitled to two and a half days of vacation leave for each month they work for your company. Workers who meet specific criteria — including employees with over 15 years of seniority, women who are heads of households, and young employees under 18 — are entitled to three days’ leave per month of service. With a doctor’s certification, workers can take up to six months of sick leave.

Women are entitled to suspend work for up to 14 weeks after giving birth and should receive their regular salary rate throughout their maternity leave. For 15 months after giving birth, the employee also has a right to nursing leave during workdays, which is up to one hour per day to nurse.

Comoros Benefits Management

You’re responsible for providing all guaranteed benefits and ensuring your company is registered with social security. You must also withhold the appropriate amount from each employee’s paycheck for income taxes and report withholdings.

In addition to these required benefits and compensation, consider providing other services to create a more attractive employee package. A competitive benefits plan that meets or exceeds the market standard can draw top candidates to your company’s positions and ensure your current employees have an optimal work environment. Some additional benefits you can consider providing include:

  • Accommodations
  • Food vouchers and assistance
  • Transportation assistance
  • Bonuses and awards
  • Relocation assistance

When you work with G-P, you’ll get streamlined services and local expertise to offer your employees the best benefits packages. Our team will put together packages for you, balancing compliance with regulations and market standards while meeting your budget requirements.

Restrictions for Benefits and Compensation

The country’s minimum wage is one of the basic requirements for fair employment practices. Other regulations for Comoros benefits management do not explicitly outline additional restrictions. Ensure you stay updated on any changes to rules regarding minimum wage, leave policies, and benefits requirements to remain compliant.

Choose G-P Today

Handle compensation requirements confidently and efficiently with G-P on your side. We offer Comoros benefits outsourcing services to streamline your processes and ensure you’re providing competitive compensation and benefits to your employees. Find out how we can work with your company and reach out to our team today.


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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