Definitive Guide to Hiring in Republic of Congo

Hiring in Republic of Congo

Hiring employees compliantly in Republic of Congo means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Republic of Congo so that you don’t run afoul of employment laws. To hire an employee compliantly and offer them mandatory benefits and compliant agreements, you can:

(a) Establish your own new legal entity, banking, accounting and payroll service in Republic of Congo; or

(b) use an Employer of Record like Global Expansion who can handle all of the details for you.

Labor Laws in Republic of Congo

Employment laws in Republic of Congo are uniquely suited to the country’s way of life, and crucial to understand if you want to employ local talent in this country. Get the details on Republic of Congo employment laws and Republic of Congo policies here.

Employee Probation Period

Annual Leave in Republic of Congo

• Employees are entitled to 26 working days of annual leave

Holidays in Republic of Congo

Maternity Leave Republic of Congo

Sick Leave in Republic of Congo

Working Hours in Republic of Congo

Overtime in Republic of Congo

• Every hour considered overtime on the terms of the preceding articles, entitle the worker to the following compensation:
  • 30% increase for the first 6 hours after the legal working time limit;
  • 60% increase for subsequent hours;
  • 100% increase for overtime work performed on weekly rest day.

Termination of Employment in Republic of Congo

• Unless the parties or the collective agreement stipulate a longer period, the notice period is equal to 14 working days as from the day after the notification, where the notice is given by the employer. 
• This period is increased by seven working days per full year of continuous service, counted from date to date.

• There is no statutory severance pay

Notice Period in Republic of Congo

• Unless the parties or the collective agreement stipulate a longer period, the notice period is equal to 14 working days as from the day after the notification, where the notice is given by the employer. 
• This period is increased by seven working days per full year of continuous service, counted from date to date.

Severance in Republic of Congo

Republic of Congo Salary and Wages

• Employers generally are not required to make social security contributions for employees temporarily seconded to Congo that stay in the country for less than three months. 
• Otherwise, the employer must pay social security contributions on employees’ total remuneration in cash and in kind to the National Social Security Office (CNSS). 
• The rate of social security contributions is 20.29%, which includes a pension contribution of 8% of maximum gross salary, with a monthly limit of XAF1.2 million; a family allowance contribution of 10.04% of maximum gross salary, with a monthly limit of XAF600 000; and an industrial accident contribution of 2.25% of maximum gross salary, with a monthly limit of XAF600 000.
• Employee social security contributions are payable at 0.04% of maximum gross salary, with a monthly cap of XAF1.2 million and are withheld by the employer.

Immigration Republic of Congo

• Foreigners who have expired visas, who want to enter the country for the first time, or who have visas that were canceled when they left the country, must apply for 15-day visas at a Congolese embassy or consulate before entering the Republic of Congo. 
• During this 15-day period, the foreigner can apply for a three-month visa. 
• This visa may be obtained from the General Director of Immigration in Brazzaville or from the department director of immigration in Pointe-Noire. 
• To obtain a three-month visa, an applicant must submit the following documents:
  • Receipt for the temporary work permit
  • Valid passport 
  • Four identity pictures 
  • Employer testimony
• A nonresident also needs a temporary work permit to work legally in the Republic of Congo. 
• To obtain a temporary work permit, the applicant must submit the following documents:
  • Valid passport 
  • Two identity pictures 
  • Copy of the entry visa 
  • An information form 
  • A job analysis 
• For workers, an attestation of employment or an acknowledgement of receipt of the request for employment must be added to the permit application file.

Value Added Tax (VAT) in Republic of Congo

• The Congolese VAT rate is 18%.

Payments And Invoicing

• PIT is assessed on the income earned during a calendar year, except that income derived from carrying on a business is assessed on the results for the accounting year ending within that calendar year.
• Every individual liable for income tax is required to complete a tax return based on the year's income and file it by 1 March following the end of that year.
• Income tax is generally withheld from salaries under the pay-as-you-earn (PAYE) system. Income from most other Congolese sources is received after the savings-rate tax has been deducted.

Payroll Accrual in Republic of Congo

Country Accruals Additional Information

Description

The employee share for pensions is 4% of gross salary with an annual ceiling of EUR 21,952.65.Foreign employees seconded to work in the Republic of Congo for limited periods are, in some circumstances, liable for national insurance contributions.Employers are also liable for additional social security contributions and payroll taxes.Unique tax on salaries. A unique tax on salaries at the rate of 7.5% on the gross salary replaces the lump sum tax on salaries, apprenticeship tax, National Housing Fund contribution, and National Employment Office contribution.

Payroll Accruals Additional Information

Why use Global Expansion to hire in Republic of Congo

Establishing a branch office or subsidiary in Republic of Congo can be time-consuming, expensive and complex. With such a robust labor market in place, one must pay great attention to detail when structuring employment because Republic of Congo labor laws are complex.

The company also has a responsibility to comply with specific employment practices dictated by Republic of Congo law to maintain its good standing as an equal opportunity employer.

Global Expansion makes it easy for you to expand into Republic of Congo. We'll help you hire your candidate of choice, handle HR matters and payroll, and ensure that you comply with local laws without the burden of setting up a foreign branch office or subsidiary. In addition, you'll have complete control and direction over your employees.

We enable you to stay in control of everything. Our Republic of Congo Global Professional Employer Organization (PEO) and Employer of Record (EOR) solution provides you with peace of mind to focus on running your company and the security to enter new markets.