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How to hire remote employees in
Laws about hiring are complicated. If your company hasn’t already established a physical presence in Togo, you have two real options when it comes to hiring. We’ll detail both below—and tell you which one most companies prefer.
If you want to successfully hire in
Togo
, you have two options:
Laws about hiring contractors are significantly more simple in
Togo
. 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
Togo
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
Togo
.
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
Togo
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
Togo
, 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 Togo 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 Togo.
Togo has 14 public holidays, and you should give employees those days off.
According to the country's Labor Code, all workers should receive 30 days of paid leave at the end of a year of work.
Paid public holidays in Togo are as follows:
All employees in Togo are entitled to a paid day off on the public holidays observed in Togo.
Employees receive six months of sick leave. Individual employment contracts and collective agreements may provide for more favorable sick leave benefits.
Pregnant employee should receive 14 weeks of maternity leave and another six weeks of post-natal leave. If there’s a complication or illness from the pregnancy or childbirth, or multiple pregnancies, your employee should get another three weeks of paid leave.
The Labor Code doesn’t require any paternity leave, but the Interprofessional Collective Agreement gives employees two days of paternity leave.
Private sector employees are not entitled to receive parental leave.
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The employment contract of indefinite duration may be terminated by the will of one of the parties, provided that the party initiating the termination gives notice.
The reasons for termination of employment must be indicated by the terminating party.
When an employee is serving the notice period, he/she is entitled as well as obligated to work as per the agreed-upon conditions. However, they can take one vacation day per week.
The Labor Code requires notice of termination or payment in lieu of notice before terminating the services of an employee (or even when an employee terminates the employment contract).
The notice period in Togo is:
Severance is between 35% and 45% of the employee's monthly salary.
The standard probation period in Togo can be up to 6 months.
The standard workweek is 40 hours over six days a week, except for agricultural workers. The maximum hours of work each day is eight hours.
Overtime can be performed in exceptional circumstances and must be authorized.
Individual employment contacts or collective agreements generally determine the rate and terms of overtime performed during the day or night, public holidays, and days of rest.
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