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How to hire remote employees in
So you’ve found some great talent in Mauritania, but a little less sure how you’re supposed to go about hiring them? You’re in the right place. In the next few minutes, you’ll learn how to hire remote talent in Mauritania, quickly, without wading into months and thousands of dollars of legal red tape.
If you want to successfully hire in
Mauritania
, you have two options:
Laws about hiring contractors are significantly more simple in
Mauritania
. 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
Mauritania
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
Mauritania
.
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
Mauritania
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
Mauritania
, 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 Mauritania 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 Mauritania.
Employees with at least one year of service are entitled to annual leave, which accrues at a rate of 1.5 days of leave per month of employment.
Employees living outside of Mauritania accrue annual leave at a rate of three days per month of employment.
Employees with more than 20 years of employment receive an additional three days of leave that accrue per month.
There are 8 public holidays.
There are no statutory sick leave benefits. Sick leave is determined by individual or collective agreement.
Female employees are entitled to 14 weeks of fully paid maternity leave. Eight of those weeks must be taken after the birth.
Additionally, mothers can avail an additional day off each year for each child under 14 years of age, and breastfeeding mothers get one hour each day for the first 15 months post-childbirth.
There is no law stipulating paternity leave.
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Employment contract is terminated by the employers, they must provide the reason for termination to the employee in writing. However, employers can terminate the contracts with or without giving prior notice.
When an employee terminates the employment contract, they are legally bound to serve the notice period as stated in the contract, unless the notice period is set aside with mutual consent.
The duration of the notice period in Mauritania typically varies depending on the seniority of the employee.
Notice periods in Mauritania are typically decided by collective or individual agreements.
Severance pay in Mauritania is typically decided by collective or individual agreements.
The probation period in Mauritania has no specific information is found regarding probation.
The standard workweek in Mauritania is 40 hours a week and eight hour a day.
Overtime pay is determined by collective agreement.
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