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How to hire remote employees in
Laws about hiring are complicated enough. Try to research overseas laws (in Gambia, for instance) and it gets unbearably confusing. So we’re here to help. Bottom line is, if you want to hire in Gambia, you’ve got two options: You can hire your remote teammates as regular employees, or you can hire them as contractors. There are some serious differences you should know about, and we’ll cover them below.
If you want to successfully hire in
Gambia
, you have two options:
Laws about hiring contractors are significantly more simple in
Gambia
. 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
Gambia
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
Gambia
.
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
Gambia
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
Gambia
, 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 Gambia 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 Gambia.
In Gambia, annual leave is paid at 100% of the employee’s normal wages.
If a public holiday lands during a time when an employee is taking annual leave, the employee is entitled to an additional days’ pay to compensate.
An employee’s annual leave is determined by what the employee and employer agree to in their employment contract.
An employee gets a paid leave for every public holiday. If the public holiday falls during a weekend or annual leaves, the company pays extra as compensation.
There are 14 public holidays.
Sick leave is determined by an employee’s employment contract or a collective bargaining agreement. The rate at which sick leave is paid is also determined by the employment contract.
The only criterion for maternity leave is that the employee must have worked under the same employer for two years.
A female employee is eligible for paid maternity leave for 12 weeks. Six weeks can be taken before the birth of the child and the remaining can be utilized after the birth.
The employer pays 100% of the employee’s salary during maternity leave.
There are no provisions in the Gambian law regarding paternity leave.
Other than the already mentioned terms regarding maternity and paternity leaves, there are no other provisions in the law in Gambia regarding parental leave.
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Termination of the employment contract is possible ;
Notice period in Gambia for a fixed-term contract, the notice period is 14 days. For an indefinite period contract, it’s dependent on the length of service and the salary payment interval.
In Gambia, the penalty for wrongful termination of contract may be as high as 36 months pay.
The probationary period in the Gambia cannot be more than 12 months for skilled workers.
The standard working hours in Gambia are 38 hours per week.
The labor law in the Gambia does not specify the rest time, overtime eligibility, or work schedule in general.
Employees are not permitted to work overtime. While the law requires that overtime be compensated, it does not specify the rate of pay.
Overtime, on the other hand, is typically compensated at a rate of 150 percent of regular pay.
Overtime pay is 200 percent of regular pay on weekends and holidays.
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