Table of Contents


Table of Contents


West African CFA franc (XOF)

Payroll Frequency

Daily, Weekly, Monthly

Employer Taxes

17.6% - 26.4%

About Senegal

Senegal is a former French colony in West Africa. Its capital city is Dakar, popular in the region for its vibrant nightlife and entertainment scene. Senegal’s government is seen as politically stable, making it among the safest countries in the region. The political stability is due to its continued adherence to democracy and civilian rule where the government lets the people vote, standing in contrast to many other politically struggling neighbors. Senegal is known to have a relatively unrestricted interpretation of its constitution, providing protection through freedom of information and the press. A distinct feature of Senegal’s culture is the traditional belief in supernatural powers and magic by the people. Irrespective of their religion, the Senegalese people believe in diviners, herbalists, and witch doctors. French is the national language of Senegal, but it’s spoken primarily by the educated while the majority of the population speak other native languages, such as Wolof, Mandinka, and Jola.

Employment Relationship

• Permanent Employment

The Labor Code of Senegal recognizes permanent contracts of employment as applying solely to employees engaged in tasks of a permanent nature for an indefinite duration (Contrat à Durée Indéterminée). The termination of indefinite term contracts requires advance notice to be given in writing or with justified reasons.  Permanent employees are protected against unfair dismissal under the Labor Code. 

• Fixed-Term or Specific-Purpose Contracts

The Labor Code of Senegal defines fixed-term contracts as those made for a fixed duration or specific work. Employers are not allowed to hire individuals using fixed-term contracts to undertake tasks of a permanent nature. No employee can conclude a fixed-term contract with the same employer more than twice, nor renew a contract more than once. Fixed-term contracts must be made in writing. Fixed-term employment contracts cannot be concluded for more than two years, including renewal. Fixed-term contracts concluded for specific work are not subject to this maximum limit, but they cannot be renewed. If a fixed-term contract continues after its expiry or first renewal, it becomes an indefinite-term contract. When a fixed-term contract expires, the employee has the right to an end-of-contract indemnity as an additional salary equal to 7% of the contract's total remuneration.

• Temporary Employment Contratcs

The Labor Code of Senegal allows companies to hire temporary workers through temporary employment companies. A contract concluded between a temporary employment company and a user company is called a provision contract. Temporary employment contracts must be concluded in writing.  The user company can only utilize the services of temporary workers for a maximum of two years. At the expiry of the contract, employees are entitled to an end-of-service indemnity equal to 7% of the total remuneration. A temporary employment contract can only be terminated before its term in the event of gross negligence, force majeure or agreement between the parties recorded in writing. It is prohibited to employ temporary workers to replace striking employees.  

Probationary Period

In Senegal, probationary periods are limited to a maximum of 6 months, including renewals. Different probationary period limits apply to different types of workers. Workers are categorized into workers paid monthly and workers paid hourly. The maximum duration of probation period is: 8 days for employees paid by the hour or by the day; 1 month for employees paid monthly; 2 months for supervisors, technicians and similar; 3 months for engineers, executives and similar. The trial period is renewable only once, subject to prior agreement between the parties.  During the trial period, employees must receive at least the minimum wage for the professional category to which the job to be filled belongs. Employees can be dismissed without notice during probation.

Working Hours

In Senegal, the Labor Code indicates that the standard workweek is capped at 40 hours. People working in the agriculture industry are limited to 2,352 hours of work in a year. Agreements relating to the development and distribution of working hours of the week can be concluded within the company or the establishment. Senegalese employees work a maximum of six days per week, with one day allocated for 24 hours of rest.

Holidays / PTO

• Statutory Holidays

January 1: New Year’s Day; February 4: Prophet Mohammed’s Birthday; April 4: Independence Day; April 9: Easter Monday; May 1: Labor Day; Ascension; May 28: Whit Monday; Assumption; August 19: Korité (End of Ramadan); November 1: All Saints’ Day; October 26: Tabaski (Feast of the Sacrifice); November 15: Tamkarit (Islamic New Year); November 24: Tamkharit (Ashoura); December 25: Christmas Day.

• Paid Annual Leave

The Labor Code of Senegal provides employees with paid annual leave at the rate of 2 days per month. Employees become eligible for leave after 1 year of service. Annual leave is paid at the rate of one-twelfth of the employee's annual remuneration at the beginning of the leave. Annual leave can be postponed for a maximum of 3 years, provided the employee has taken at least 6 annual leave days per year.  Employees cannot be remunerated in lieu of granting annual leave except in cases where the employee's contract of employment is terminated before they can take the annual leave to which they are entitled. 

• Sick Leave

Employees are entitled to sick leave as follows: Less than 12 months of service: one month's full salary, three months half salary More than 12 months but less than five years of service: one month's full salary, four months half salary More than 5 years of service: 2 months full salary, 5 months half salary During long-term sick leave, the employment contract remains suspended for a maximum of 6 months. Sick leave is extended to 8 months for employees with 7 to 15 years of seniority and 10 months for employees with more than 15 years of seniority.

• Maternity Leave

The Labor Code of Senegal entitles pregnant employees to a paid maternity leave of 14 weeks, including eight weeks of post-natal maternity leave. In case of illness arising out of pregnancy or confinement advised by a certified medical professional, female employees may extend their maternity leave for up to 3 weeks. Employees receive 100% of their wages during maternity leave.  During the maternity leave period, an employer cannot dismiss the employee. 

• Paternity Leave

Employees are entitled to one full day of paid paternity leave, subject to written authorization from the employer before the leave. Employees must have worked for 6 months to be eligible for this leave. 

Termination of Employment

• Notice Period

Senegal's Labor Code requires written notice to be provided for termination of an employment contract. The notice must include the reasons for dismissal. Notice periods can be determined by a collective agreement. In the absence of collective agreements, the notice period is set by law as follows: Employees paid by hour, day or week – 1 month Non-managerial employees paid monthly – 2 months Managers and similar – 3 months Employees are entitled to 2 days of leave per week during the notice period to look for a new job. Employees who are pregnant and/or breastfeeding are exempt from this law and may terminate their employment contracts at any time as they are not required to follow notice requirements.

• Severance Benefits

Employees who have worked for at least 1 year are entitled to severance benefits. provided they have an employment record free of gross misconduct. Severance under collective agreements is set as a percentage of the overall monthly salary and depends on the length of service: 25% of the monthly salary for each of the first 5 years of service  30% of the monthly salary for each of the next 5 years, up to 10 years of service  40% of the monthly salary for each year after the tenth year  When an employee is dismissed on economic grounds (redundancy), they are entitled to 1 month's gross wages and redundancy pay.