Choosing the right benefits for your new hires in Angola is important for both compliance and employee satisfaction. Your Angola benefits management plan must include statutory benefits so that you remain compliant, as well as supplemental benefits to encourage talent retention.
G-P can take the guesswork out of compensation and benefits. When you work with a global Employer of Record (EOR) like us, you can put all of your time and energy into running your company and we’ll make sure you meet Angola’s compensation laws and stay compliant from day one.
Angola compensation laws
Angola’s compensation laws include a monthly minimum wage that varies by industry. For example, as of 2019, employees in the transport, services, and manufacturing industry should make at least AOA 26,817 a month, while those in the extractive industry and trade should make AOA 32,181. All other economic sectors make at least AOA 21,454 a month.
Employees who have worked for your company for at least 1 year are typically entitled to 2 bonuses — a holiday bonus and a Christmas bonus. The holiday bonus is 50% of the employee’s base salary calculated based on what they would earn during the holiday period. The Christmas bonus is 50% of the employee’s base salary for December.
Guaranteed benefits in Angola
Certain benefits must be a part of your Angola benefits management plan required by law. Angola has 12 public holidays for which employees get the day off, and workers are also entitled to 22 days of vacation time each year. Employees with kids get an additional vacation day each year until the child turns 14.
Companies should provide 30 days off for sick leave as long as employees present a medical certificate. Medium and large companies typically pay medical leave at 100% of the employee’s salary for the first 2 months, but months 3 through 12 should get paid at 50% of the employee’s base salary.
Angola benefits management
After you include guaranteed benefits in your Angola benefits management plan, we recommend adding supplemental benefits that will attract the right candidates to your job postings. The country has a universal, free healthcare system, but access to quality care is limited.
Companies can offer employees a private healthcare plan to stay competitive or give them a stipend to source their own plan.
Restrictions for benefits and compensation
Before you can work in Angola and provide compensation and benefits, you have to set up a subsidiary. However, this process can take weeks or months and cause you to lose potential job candidates. Partnering with G-P eliminates this restriction. As a global EOR, you can begin hiring in minutes, not months, without setting up new entities.
Partner with G-P to build your everywhere workforce.
As your partner in global expansion, G-P will handle payroll and compliance, so you can focus on growing your team and scaling your business. Our market-leading Global Growth Platform™ is powered by the first fully customizable suite of global employment products and backed by the industry’s largest team of in-country HR and legal experts to streamline payroll management and help you offer competitive, compliant local benefits.
Learn more about our platform and request a proposal today.