Recruiting and hiring the right employees in Azerbaijan who will stay committed to your company and help drive growth is extremely important. However, hiring Azerbaijan-based employees while navigating complicated tax laws, establishing a subsidiary, and completing other key expansion processes can be a challenge without the right support and expertise.
That’s why G-P streamlines hiring in Azerbaijan with HR and legal experts who understand every aspect of the local hiring process. As the Employer of Record (EOR), we handle compliance with labor laws so companies can focus on ensuring a positive employee experience from day one.
Recruiting in Azerbaijan
To combat common recruiting and hiring challenges in Azerbaijan, it’s important to offer locally competitive salaries and benefits. Companies should also advertise jobs on numerous job boards or websites, including:
- Human Capital Baku.
- Glassdoor.
- Learn4Good.
- Careerjet.
- Riley Guide.
Companies focused on hiring international talent may also want to consider advertising on GoAbroad and LinkedIn.
Laws against discrimination in Azerbaijan
Companies must be careful not to discriminate against candidates based on their citizenship status, sex, race, language, age, religion, political views, trade union membership, economic and family circumstances, or any other factor unrelated to their professional qualifications and skills or job performance.
How to hire employees in Azerbaijan
If you’re trying to arrange a meeting to hire employees, you need to send a letter outlining the background of your company, its history, and a request for a meeting as well as details of what you’ll cover. Good relationships dictate what you get done, so you should always chat with potential employees before getting down to business.
Azerbaijan employment laws
Azerbaijan’s employment laws vary based on whether your company is hiring a resident or an international employee. International employees need individual work permits through the State Migration Service, or employers can face hefty fines. Both resident and international employees need either a fixed-term or indefinite-term employment contract in writing.
If a fixed-term contract continues for more than 5 years without interruption, it is considered an indefinite-term employment contract. Companies need a minimum of 2 copies of the contract, and both copies need to be signed by both parties and sealed by the employer. Employees keep a copy, and the employer keeps the other. The employment contract should include:
- Full name and address of the employee and employer.
- The term of the employment contract.
- Position and place of work.
- Work and rest time.
- The employee’s duties.
- Compensation.
- Details of any insurance provided.
- And more.
Onboarding in Azerbaijan
Onboarding employees looks different for every business. Once your company hires employees in Azerbaijan, you should onboard them using a process that works for you. However, you can ensure a positive employee experience by providing job trainings and regular check-ins to make sure they feel included and integrated within the team. Since Azerbaijan has complicated employment laws, it’s also best practice to review the employment contract with the new hire during their first day.
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 Growth 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.