Ensuring compliance with Sierra Leone's compensation laws is important to you and your employees. You need to make sure your Sierra Leone benefit management provides the statutory minimums regarding salaries and benefits....
Read MoreEnsuring compliance with Sierra Leone's compensation laws is important to you and your employees. You need to make sure your Sierra Leone benefit management provides the statutory minimums regarding salaries and benefits. Plus, your employees want to accept a position that provides the right level of compensation and benefits.
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Ensuring compliance with Sierra Leone’s compensation laws is important to you and your employees. You need to make sure your Sierra Leone benefit management provides the statutory minimums regarding salaries and benefits. Plus, your employees want to accept a position that provides the right level of compensation and benefits.
Globalization Partners can take the stress out of expanding and trying to source the best compensation and benefits. Our Sierra Leone compensation and benefit outsourcing services will help take one more thing off your plate while giving you the time to grow your new location.
Sierra Leone’s government-mandated minimum wage is 500,000 Sierra Leonean leones per month. It was last adjusted in 2015, so you should check for any changes in this law that could impact employees. Although collective bargaining agreements (CBAs) and trade unions are not common in Sierra Leone, you should still see if your employees are covered by one.
Your Sierra Leone benefit management plan must include guaranteed benefits to stay compliant. Often, this compliance starts with offering time off for holidays and annual vacations. Sierra Leone has 11 national holidays for which employees get the day off. Employees also accrue paid annual leave based on their years of employment according to the following schedule:
You should also give your employees at least five paid sick days per year. Female employees expecting a child are generally entitled to 12 weeks of paid maternity leave. We recommend including all these benefits in an employment contract to create clear guidelines between you and your employees.
When you’re discussing how to disperse your benefits, you also need to consider what additional benefits you can provide. Offering employees supplemental benefits is a great way to stand out from the competition and attract employees to your open positions.
One option is to provide supplemental healthcare since Sierra Leone only offers free healthcare to pregnant women, children under five, and lactating mothers. If you don’t want to find a healthcare plan, you can also offer a stipend that will cover some of the costs of treatment.
The biggest restriction for your Sierra Leone benefit management plan is the incorporation process. Companies expanding through a traditional method need to establish a subsidiary in Sierra Leone before they can start working, hiring employees, and giving out benefits. However, you can choose Sierra Leone benefit and compensation outsourcing through Globalization Partners to eliminate this restriction.
We can use our existing subsidiaries throughout the world to help you expand within a few days instead of a few weeks or months. Globalization Partners will hire talented employees who work on your behalf, then ensure that you’re meeting all of Sierra Leone’s compensation and benefits laws.
We strive to make your move to Sierra Leone as simple as possible. Contact us today to learn more about Sierra Leone compensation and benefits outsourcing.
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