Selecting compensation and benefits from The Gambia is critical to both your organization and your employees. Meeting or surpassing The Gambia’s compensation laws and providing all of the country’s required benefits can allow you to stay compliant. Additionally, going over and beyond will lead to greater retention rates and much more dedicated employees.
Rather than figuring out these regulations by yourself together with running your different business locations, you can trust the Employer of Record Africa team. As the Employer of Record, we will shoulder all compliance, so that you can concentrate on running your new place and making it the best it can be.
The Gambia Compensation Laws
The Gambia’s minimum wage is 50 dalasi each day, which is $1.25. The minimum wage last altered in 2015, which means you need to watch and see whether there are any changes in the next few years. The Gambia compensation laws you follow may change if your workers are a part of a trade union or a collective bargaining agreement (CBA).
Statutory Benefits All Employees Must Receive
The Gambia benefits management strategy you create is vital to finding top talent and keeping them in their positions. Consequently, you should start with providing the essential benefits by law to remain compliant. Your employees will also collect annual leave through the Joint Industrial Council agreement, collective agreement, or employment .
Other significant time off includes maternity leave. Every female employee who meets specific requirements should have maternity leave at her usual pay rate for no less than fourteen days. If she wishes to go back to work within six weeks of taking the leave, the worker should provide you notice of her desire to return. Within four weeks of the notice, the worker can go back to the identical job with the very same benefits and entitlements.
Dispersing The Gambia Benefits Management Plan
Even though your employees will enjoy getting the essential benefits, they may expect certain supplemental benefits, particularly if they’re in higher-level positions. Since the country doesn’t have any paternity leave requirements, you can provide new fathers a couple of days off with pay. Other workers may enjoy annual or performance-based bonuses, which you can outline in an employment contract.
Restrictions for Compensation and Benefits
Your main limitation to providing compensation and benefits is the company. You must have a documented and incorporated entity in The Gambia before you can execute any sort of work — such as giving out compensation and benefits.
Basic Hiring Facts in Gambia
Gambia is situated in Africa and has a population of 1.849 million. The capital city of Gambia is Banjul that has a population of 34,828. Throughout the 17th century, Gambia was settled by different businesses of English merchants.
When working out terms of an employment contract and offer letter with a worker in Gambia, it may be useful to keep the following in mind:
- New Year
- Independence Day
- Good Friday
- Easter Monday
- Labour Day
- Africa Day
- Laylat al-Qadr
- Eid al-Fitr
- Assumption of Mary
- Eid al-Adha
- The Prophet’s Birthday
- Christmas Day.
Employment Contracts in Gambia
In Gambia, employment contracts can be oral or written, but it’s best practice to place a powerful, written contract in place, in English, which spells out the conditions of the worker’s compensation, benefits, and termination requirements. An offer letter and employment contract in Gambia should always say the salary and any reimbursement sums in Gambian Dalasi instead of a foreign currency.