Recruiting, hiring, and employment compliance are 3 extremely important aspects of any expansion. Employees are your most vital asset, and you need to meet Angola employment laws throughout the hiring process. However, it can be challenging to learn how to hire employees in Angola while you’re also juggling your company’s day-to-day operations, a new location, and other aspects of expansion.
G-P understands everything that’s on your plate, which is why we offer a solution. With us, you won’t have to establish a subsidiary to start hiring employees. As a global Employer of Record EOR, you can start hiring in minutes, not months, when you partner with us.
Recruiting in Angola
The largest economic sector in the country is oil, so many jobs go to engineers, geologists, IT technicians, and environmental scientists. If you’re entering this field, the competition for top talent may be fierce. However, there are some good recruitment channels for these industries and others, including:
- Oilcareers.com
- Job of Mine
- Rigzone.com
- Find a Job in Africa
Since Portuguese is the main language in this country, it can help to advertise your available jobs on Portuguese websites as well, such as:
- Portal do Emprego
- Trabalho em Angola
- Emprego Angola
Background checks
While you’re recruiting for your business, you may want to do a background check on potential employees. The General Labor Law allows these checks under 2 different conditions.
First, you can ask employees to present a copy of their up-to-date criminal record if the position requires such screening. Second, you can request copies of an employee’s vaccination cards to confirm that they comply with the national vaccination program. Companies are also allowed to submit employees to a medical exam before they start working for your company if there are specific medical or physical requirements for the job.
Other common background checks include:
- Drug screenings: Companies can screen prospective employees for drugs as a part of a regular medical exam. However, invasive testing, such as blood tests, must meet certain requirements.
- Credit checks: If the individual is applying for a job that requires a positive credit status, companies can ask for their credit score. Third-party testing is not allowed, as it’s considered privileged or confidential information.
- Immigration status checks: Companies must confirm the nationality and immigration status of all prospective employees before they start to ensure they have the right work visa.
- Social media checks: Companies are allowed to look at an employee’s social media use with their consent and following the appropriate data protection laws.
Angola employment laws
Employment contracts need to meet Angola employment compliance laws. For example, fixed-term contracts are only permitted under specific circumstances such as seasonal work and replacement of a temporarily absent worker and are allowed for specific durations based on those circumstances. Only fixed-term and training contracts must be in writing, but we recommend putting all your employment contracts in writing and in the local language.
Make sure any salary or compensation amounts are in Angolan kwanza. Your contract should also include important employment terms, such as:
- Entitlement and termination terms
- Place of work
- Working hours
- Compensation
- Bonuses
- Benefits
Once hired, the general work week is 44 hours, no more than 8 hours per day. Employees should receive a break of 1-2 hours and should not work more than 5 consecutive hours without rest. Overtime is permitted in certain circumstances with a limit of 2 hours per day, 40 hours per month, and 200 hours per year. Overtime of up to 30 hours per month is paid at an additional 50% rate, and anything after that is paid at a 75% rate.
Onboarding in Angola
Once you begin hiring in Angola, you need to create an onboarding program. Angola employment laws don’t outline specific onboarding regulations, so you can use a process that works best for your company. We recommend meeting with employees on their first day to review their employment contract and duties. Then, you can schedule any job training they’ll need or even host events for all new hire to meet.
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.