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Hiring & Recruiting in BjBenin.

Population

13,754,688

Languages

1.

French

Country Capital

Porto-Novo

Currency

West African CFA franc (XOF)

The success of any company lies in the strength and dedication of its team. When expanding to Benin, you’ll need to recruit and hire employees you can trust to build your company, but you’ll also need to stay compliant throughout the hiring process. It can be difficult to find the time to hire and learn Benin’s employment laws while also running your business.

Recruiting in Benin

The hiring process often depends on whether you want to hire full-time employees or contractors. Although Benin is primarily a French-speaking nation, people speak local languages, which can make communication a challenge. Always ask someone about their preferred language before interviewing them, so you can have a translator available if needed.

The best places to advertise your open roles are local and national newspapers such as “L’Autre Quotidien” and “La Nation.” Job sites including Career Jet, Overseas Jobs, Go Abroad, and LinkedIn are also great places to find skilled professionals.

Keep in mind that if you hire international workers, they’ll need a valid work permit. Every nation has different application requirements, so it’s best to contact a local embassy for more information.

Laws against discrimination in Benin

Hiring compliantly in Benin also requires you to abide by the country’s laws against discrimination. In 2006, the nation adopted the Act on the Suppression of Sexual Harassment and Protection of Victims. Anyone found guilty faces imprisonment of 1 to 2 years or a hefty fine. Any accomplices will have the same sentence. Companies should enforce all laws related to sexual harassment to stay compliant and keep employees safe.

How to hire employees in Benin

Although Benin does not require a written employment contract for all workers, we recommend drafting one for all new hires. Fixed-term contracts must be in writing and are allowed for up to 2 years and can be renewed once.

All employment contracts should be in the local language and include information about benefits, compensation, termination and entitlement terms, working hours, and more. In addition, all offer letters and employment contracts should include salary and compensation amounts in West African CFA francs instead of any other currency.

Benin employment laws

Benin’s employment compliance laws cover typical working hours, which are Monday through Friday from 8 a.m. to 12:30 p.m. and 3:30 p.m. to 7 p.m., and on Saturdays from 9 a.m. to 1 p.m. Usually, employees work 40 hours a week and should not exceed 60 hours a week.

Employees can work a maximum of 240 hours of overtime each year but should get 112% of their normal hourly rate for hours 41–48 during the week. Hours beyond this should get paid at 135% of the employee’s normal hourly rate.

These rates increase for overtime worked during the night, on Sundays, or during holidays.

Onboarding in Benin

Since employment contracts lay out all the specifics of the agreement between you and the employee, we recommend reviewing that contract during the employee’s first day. You should also create a training program that will prepare employees for their positions and their future with your company.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 global employment  platform, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.

Disclaimer

THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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