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How to hire remote employees in
Hiring abroad is notoriously difficult: New labor laws, entities, a lot of words you’d rather not hear again. But we’ve got good news—it doesn’t need to be that way. Below, we’ll break down your two main options for hiring in Burkina Faso (and the one we prefer).
If you want to successfully hire in
Burkina Faso
, you have two options:
Laws about hiring contractors are significantly more simple in
Burkina Faso
. 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
Burkina Faso
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
Burkina Faso
.
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
Burkina Faso
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
Burkina Faso
, 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 Burkina Faso 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 Burkina Faso.
Employees are entitled to a paid time off:
Annual leave entitlement increases progressively after twenty years of service.
There are 13 public holidays.
Employees in Burkina Faso are entitled to paid sick leave, the length of which depends on their years of service.
An employer cannot end the contract of an employee in case of absence from work due to illness for up to 1 year.
All employees are also entitled to receive a part of their income during their period of illness.
Female employee can avail 14 months of paid maternity leave.
They become eligible anytime after completing 3 months of service. In case of any complication during delivery, they can extend leave by 3 weeks.
Male employees at Burkina Faso are eligible to take up to 3 days of paid paternity leave.
There are no statutory provisions for parental leave.
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An employment contract may be terminated by either the employer or the employee for misconduct, for social or economic reasons or at the end of the contract term.
Initiating termination requires a written notice period of eight days for part-time definite contracts, one month for full-time regular employees, and three months for managers, supervisors, and technicians.
As per Burkina Faso labor laws, all affected employees should get a written notice. This written notice should also state the reason for termination. The term of notice depends on the category of worker.
3 month's notice is mandatory for all regular employees working as supervisors, technicians, executives, or similar roles. For all other regular employees, it has to be 1 month's notice.
Employees are entitled to severance payments upon termination, unless in the case of gross misconduct.
Severance for termination of employment to employees who have worked for more than 1 year.
The probation period is 3 months.
The standard working hours in Burkina Faso is 40 hours.
In Burkina Faso, employees employed in transportation services may exceed the 8 hours limit of work per day if the work is scheduled in shifts.
Individual employment contracts or collective agreements typically define work hours and days, including provisions related to overtime. Special rules and limitations apply to young workers.
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