The Central African Republic is a landlocked country located in the heart of Central Africa. The country has two official languages: French and Sango. The Central African Republic is known for its exports, including ivory, diamonds and timber, which are considerations for expanding into the country.
Employment contracts in the Central African Republic can be either oral or written. If the contract is in writing, it should be in the local language. In case of an oral agreement, the employer must provide the employee with the details of the employment in writing upon request. The contract must be duly signed by the employer and the employee.
The standard work week in the Central African Republic is 40 hours a week. Overtime work cannot exceed 48 hours a week. Work conducted from 10:00 p.m. to 5:00 a.m. is considered night shift work. Nightshift and overtime pay are both determined in the employment contract.
The number of sick leave is generally agreed on mutual basis in the employment contract. However, employees are entitled to sick benefits through the social security system in the Central African Republic.
Female employees receive 14 weeks of maternity leave with six weeks before the birth, and eight weeks after. The leave can be extended by three weeks in cases of complications during the birth. For 14 months after the birth of a child, female employees receive free healthcare which is funded by the Central African Republic’s social security program.
The Central African Republic has a minimum wage. Bonuses are common but not required. They are generally based on seniority and paid towards the end of the year.
After one month of service, employees accrue two days of leave per month for up to 30 days a year. Individual and collective agreements can provide for greater amounts of leave.
Healthcare is limited.
Employment contracts in the Central African Republic can be terminated at the end of the contract period (if for a fixed term), by the employer or by the employee. An employment contract can be terminated without notice for gross misconduct or during the probation period. The probation period is capped at eight days for laborers who are paid on a daily basis, one month for general employees and three months for executive level employees. The probation period can be renewed only once, which means that a probationary period cannot be more than six months. Otherwise, the employer must provide notice prior to dismissing an employee. For terminations for economic reasons, employers must notify the employees’ representative and the Labor Inspector. There is no statutory requirement to pay severance. If severance pay was negotiated in the employment contract, it shall be paid out according to the terms agreed on in the employment contract.
We understand that local laws and regulations change and sourcing an accurate reference guide is not easy. Our data is researched and verified by our team of local international Employment Attorneys, HR and Benefit Professionals and Tax Accountants through our Atlas team and consultants, to ensure information up-to-date and accurate.
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