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How to Hire Workers in Senegal | Employer of Record (EOR) in Senegal

Expand your business into Senegal with confidence using our Employer of Record (EOR) services. We handle all aspects of local employment, including payroll, benefits, and compliance with Senegalese labor laws. Our personalized approach ensures that your business operations in Senegal run smoothly, giving you peace of mind as you grow your presence in this dynamic market.

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Sengal, known for its rich culture, stunning beaches, and warm hospitality, offers great opportunities for businesses looking to expand internationally. TCWGlobal simplifies the process of hiring in Senegal, offering comprehensive solutions for building your contingent workforce.

With a population of over 17 million people, Senegal boasts a young and dynamic workforce. From the bustling markets of Dakar to the beautiful beaches of Saly, the country offers a unique blend of culture and natural beauty.

When expanding your business into Senegal, compliance with local regulations is essential. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, reducing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services and benefits for your contingent workforce. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is committed to meeting your needs.

By partnering with TCWGlobal, you can confidently expand your business into Senegal, knowing that your contingent workforce is in capable hands. Our expertise and comprehensive solutions make us the ideal partner for businesses seeking to establish a presence in this dynamic market.

Worker Classifications

In Senegal, different labor laws may apply to engineers and executives.

Fixed-Term Contracts

Fixed-term contracts are permitted in Senegal, but may not exceed 24 months. It may be renewed only once otherwise it will be deemed permanent (i.e. indefinite). At the conclusion of the fixed-term contract, a 7% end-of-contract indemnity is due. If a fixed-term contract is ended early, the remainder of the wages due under the contract are due as severance.

Probationary Periods

Probationary periods are permitted in Senegal. The maximum duration depends on the type of contract (fixed versus permanent), the type of Worker, and the payroll frequency. For most Workers, probationary periods are capped at one month (three months for engineers and executives). Fixed-term contracts may be terminated without notice during a probationary period but permanent contracts require eight days' written notice including an explanation for the termination.


Workers recognize 14 paid public holidays in Senegal. Work performed on a public holiday is payable at 250% (300% at night).


After 12 months of service, Workers are entitled to 24 days of annual leave accrued monthly. Accrued but unused leave can be carried over for up to three years and is payable at termination.

Sick Leave

After six months of service, Workers are entitled to 15 days of paid absences annually. If that allowance is exceed, the excessive days can be deducted from the Worker's vacation allowance.

Working Hours

A standard workweek is 8 hours per day and 40 hours per week. Work performed on a rest day is payable at 160% (200% if at night). Work performed at night is payable at 150% on normal days, but 200% on Sundays.


Overtime is payable as follows at 115% for work between 41 to 48 weekly hours and then at 140% for any work above 48 weekly hours. Overtime performed overnight is payable at 160%. Overtime is capped at 100 hours per year.

Mandatory Bonuses

A 13th month salary is not mandatory in Senegal but may be provided discretionarily as a fringe benefit.


Except in cases of serious misconduct, termination of a permanent contract for non-executive Workers requires notice and severance based on length of service. The following notice is required: 0 - 1 year of service: 8 to 15 days' notice; 1 - 5 years of service: 15 days' notice; 5+ years of service: one month's notice. The following severance is required: 0 - 5 years of service: 25%; 5 - 10 years of service: 30%; 10+ years of service: 40%. During the notice period, Workers are entitled to two paid days off per week to look for new work. 

Other End of Employment Rules

The rules concerning redundancy depend on the number of Workers affected.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.