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EOR IN Senegal
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A guide to employing and growing your team in Senegal
Fast and compliant market entry. Hire top local talent without the need for a legal entity
Senegal’s labor market is primarily governed by the Labor Code (Law No. 97-17). In 2026, the government is actively discussing a comprehensive Labor Code Reform to modernize regulations around remote work and local contentparticularly in the oil, gas, and mining sectors. As of 2026, the national minimum wage (SMIG) for non-agricultural sectors is XOF 303.49 per hour (approximately XOF 52,604 per month for a standard 40-hour week). Agricultural workers follow a lower rate (SMAG) of XOF 236.86 per hour.
Employer Contributions
Family Benefits (CNSS): 7% (Capped at a salary of XOF 63,000/month)
Workplace Accident (CNSS): 1%, 3%, or 5% (Based on industry risk, capped at XOF 63,000)
Retirement (IPRES – General): 8.4% (Capped at XOF 432,000/month)
Retirement (IPRES – Executive): 3.6% (Additional for managers, capped at XOF 1,296,000)
Health Insurance (IPM): 3% – 4.5% (Shared with employee, basis varies between XOF 60,000 and XOF 250,000)
Total Employer Contribution: ~23% – 25%
Employee Payroll Taxes
Retirement (IPRES – General): 5.6%
Retirement (IPRES – Executive): 2.4% (If applicable)
Health Insurance (IPM): 3% – 4.5%
Income Tax (PAYE): Variable (Progressive brackets)
Total Employee Contribution: ~8.6% – 12.5%
Employee Income Tax Rates
0 – 600,000 XOF: 0%
600,001 – 1,500,000 XOF: 20%
1,500,001 – 4,000,000 XOF: 30%
4,000,001 – 8,000,000 XOF: 35%
8,000,001 – 13,500,000 XOF: 37%
Above 13,500,000 XOF: 40% – 43%
Statutory Leave
Employees are entitled to 24 working days of paid annual leave (2 days per month) after one year of service. Senegal also observes approximately 14 public holidays. Leave can be postponed for up to three years, provided the employee takes at least six days per year.
Pregnancy and Maternity Leave
Female employees are entitled to 14 weeks of fully paid maternity leave (typically 6 weeks before and 8 weeks after birth).
Extension: Up to 3 additional weeks in case of medically certified illness resulting from pregnancy.
Payment: Benefits are paid at 100% of the wage by the Social Security Fund (CNSS).
Nursing Breaks: Upon returning, mothers are entitled to one hour of paid nursing breaks per day for up to 15 months after the birth.
Paternity Leave
Statutory paternity leave is limited. Under the Interprofessional Collective Agreement, fathers are generally entitled to 1 full day of paid leave for the birth of a child. Some sector-specific agreements or company policies may extend this to 2-5 days.
Work-Related Injury Leave
Sick Leave: Entitlements depend on seniority. Employees with 5 years, this increases to 2 months of full pay and 5 months of half pay.
Family Events: Paid leave is often granted for specific events (e.g., 3 days for the employee’s marriage, 1-2 days for the death of a relative).
Termination Process
Dismissal must be in writing and include specific reasons. “At-will” termination is not recognized; the employer must prove “just cause” (disciplinary or economic). For economic layoffs, the employer must follow a strict priority order (seniority and family status) and inform the Labor Inspector. Severance pay is mandatory for employees with at least one year of service.
Notice Period
Notice periods depend on the employee’s category:
Hourly/Weekly workers: 1 month.
Monthly non-managerial staff: 2 months.
Managers and Executives: 3 months.
Probation Period
The probation period must be in writing. For non-managerial staff, it is usually 1 month, and for managers, it is 3 months. Probation can be renewed once. During this time, the contract can be terminated by either party without notice or indemnity.