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How to hire remote employees in
Hiring in Albania? That’s excellent. There are two options: You can hire your talent as employees, or you can hire them as contractors. Because of Albania’s labor law structure, there are benefits and disadvantages to each approach.
If you want to successfully hire in
Albania
, you have two options:
Laws about hiring contractors are significantly more simple in
Albania
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Albania
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Albania
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Albania
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Albania
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Albania than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Albania.
An employee who has worked a full year is entitled to 4 weeks (28 days) of paid leave. If the employee has been employed for less than one year, leave is calculated on a prorated basis.
There are 15 public holidays.
An employee can claim sick leave for the entire time of their illness until their doctor confirms that the employee is able to return. For the first 14 days of sick leave, the employer is obligated to pay 80% of the employee’s salary. From the 15th day onward, Social Insurance compensates the employee for 70% of their average salary of the past 6 months.
Women are entitled to 12 consecutive months of maternity leave. This includes a minimum of 35 days of leave before the child is born and 63 days after the birth of the child. Women who carry more than one child are entitled to 390 days of maternity leave.
During maternity leave the Social Insurance compensates the employee for 80% of the average monthly salary from the last 12 months for the first 6 months and 50% for the following 6 months.
There are no statutory laws regarding paternity leave.
An employee is entitled to 15 days of paid leave a year for a child under the age of 3 and 12 days for a child over the age of 3. In addition, an employee can take an additional 30 days of unpaid leave a year.
In the event of the death of a spouse or a member of your immediate family, the employee is entitled to 10 days leave.
For fixed-term contracts that are expiring, there are no obligations from the employee or employer to undergo any sort of termination process.
If an employer wishes to dismiss an employee, the employer is obligated to deliver prior notice to the employee and within 72 hours must have a meeting with the employee to discuss the reason for termination and allow the employee to present their counterarguments. Should the employer fail to meet within 72 hours, the employee may be entitled to compensation.
If the employee has worked more than 3 years, they are entitled to 15 days of severance pay.
3 months
A full-time work week is 40 hours.
Overtime is work in excess of 40 hours a week and is paid at the rate of 125% of the regular pay. Alternatively, the employer can compensate the employee with time off instead of additional pay.
For work on weekends and public holidays, the employee is entitled to pay at a rate of 150% of the regular pay.
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