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Global Employer of Record Guide


Central African Republic

Employer of Record in the Central African Republic

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Table of Content


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Employer of Record in the Central African Republic

Employer of Record (EOR) solutions helps organizations expand into the Central African Republic, despite not having an office or subsidiary in the country. The recruitment process is carried out by the EOR service in the country as per the local laws. Employees work for the parent company as a team, but all the local needs are adhered to. If you are planning to tap into expansion opportunities in the Central African Republic at the right time, Skuad can help you.

Skuad’s high-tech, centralized HR platform can help kick-start your expansion plans in the Central African Republic. Talk to a Skuad expert and book a demo today.

The Central African Republic at a Glance

Population: 4.9 million people

Currency: Central African CFA franc (XAF)

Capital: Bangui 

Languages spoken: French and Sangho

Gross Domestic Product (GDP): USD 2.2 billion (2019)

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Employment in the Central African Republic

Central Africa Republic Labor Laws

The provision of labor laws in the Central African Republic consists of elimination of forced labor, elimination of child labor, protection of children and young persons, equality of opportunities and treatment, labor administration, employment policies, promotion of employment and employment services, education, vocational guidance and training, employment security, termination of employment, conditions of employment, conditions of work, social security (general standards), migrant workers, and the specific categories of workers and international agreements.

Entitlement Explanation
Working Hours The standard working hours in the Central African Republic are 40 hours a week. Along with overtime, the working hours cannot exceed 48 hours a week. The night shift is from 10:00 pm to 5:00 am. The working hours are defined in the employment contracts.
Employment Contracts There are two kinds of contracts in the country: oral or written. A written contract has to be in the local language of the country. For oral contracts, the employer is required to give the employee all the particulars of employment in writing. This contract must be signed by both the employer and the employee.
Public Holidays
  • New Year’s Day
  • Boganda Day
  • Easter Monday
  • Labor Day
  • Ascension Day
  • Korite
  • Whit Monday
  • General Prayer Day
  • Tabaski Day
  • Independence Day
  • Assumption Day
  • All Saints’ Day
  • Republic Day
  • Christmas Day
Remuneration The minimum wages are enforced in the Central African Republic. Working in the Central African Republic earns approximately XAF 433,000 per month. The range of the salaries is from XAF 109,000, which is the lowest average, to XAF 1,930,000, which is the highest average. Though bonuses are common, they are not required. A bonus is determined based on seniority, and usually, it is paid by the end of the financial year.
Vacation Leave On completion of one month of service, employees can avail of two days of leave every month that can be accumulated for a maximum of 30 days in a year. There can be individual and collective agreements to negotiate for more leaves.
Sick Leave The Social Security System in Central Africa provides for sick leave. It is in mutual understanding of the employer and the employee.
Maternity/Paternity Leave The maternity leave entitlement for female employees is 14 weeks spread across six weeks before birth and eight weeks after birth. Again, the leave is extendible in cases of complications that arise at delivery. Free healthcare can be availed for 14 months after childbirth, sponsored by the Central African Republic under its program related to social security.

Avail yourself of Skuad’s EOR solution for the Central African Republic by talking to Skuad experts today. We ensure to expedite your expansion efforts while adhering to the employment laws perfectly.

Contractors vs. Full-time Employees


Getting a work permit can enable you to become a contractor in the Central African Republic, whether you are a worker in oil and gas, a business analyst, an IT project manager, or a fixed-term employee in telecommunications. There is a huge requirement for processing time for the application and paperwork. In the Central African Republic, work permits only allow you to work for one employer in one location, the employer that “sponsors” the permit for the duration of your contract. This causes obvious problems for contractors because of the temporary nature of each job. To remain in the country and continue working for another employer, contractors are required to change the details of the permit to accommodate for the new position.

The simplest way to speed up the Central African Republic work permit process is to work for one employer for the entire stay. With our comprehensive knowledge of local tax law, you can be assured of compliance. The turnaround time for processing a permit for short-term contracts differs according to the embassies in different countries. It may take between four and six weeks, but leaving it until the last minute isn’t advised.

Full-time Employees

Full-time employees enjoy several benefits under the law. The main Central African Republic compensation law for full-time employees is the country’s minimum wage of XAF 35,000 per month. Less than 1% of the population has access to banking services, which means you need to finalize the best way to pay employees.

Full-time employees are eligible for overtime if they work beyond 40 hours a week or 48 hours if in the agricultural sector. Keep in mind that any collective bargaining agreements (CBAs) or trade unions could stipulate a different overtime wage.

Skuad’s high-tech, centralized HR platform can help you hire employees for expansion in the Central African Republic, whether you require full-time or contract-based workers. Talk to a Skuad expert and book a demo today.

Hiring in the Central African Republic

The central African Republic has legislation covering workers, employers, economic activity, occupational accidents, occupational diseases, and other important aspects covering employment.

Knowledge of the distinct cultural customs of the Central African Republic is important to commence your global expansion. This can help you unite with applicants with ease. Recruitment needs familiarity with the legal requirements to be in sync with the staffing practices in the country. You can hire employees by yourself or with the help of an EOR platform such as Skuad.

In the Central African Republic, employers use job websites and portals to help with sourcing the right talent.

Legal Compliance for Hiring

The Central African Republic strictly follows laws that stress anti-discrimination so that all potential employees can avail themselves of opportunities. Employers are forbidden from questioning applicants about attributes that do not hold relevance to the post they are applying for, which may constitute sexual orientation, religion, and family history. It must be noted the minimum wages of employees are XFA 35,000 for each month.

Ways to Recruit Central African Republic Employees

The primary means to recruiting from the Central African Republic is formulating a contract that is both oral and written. Skuad recommends that a written contract should be drafted in French or Sango and should outline everything from remuneration to legal benefits and even termination. All agreements and offer letters should be made in the local currency, Central African CFA francs.

Working with Skuad’s global HR platform means you can use our contract template instead of drafting your own. We will manage your recruitment and hiring process, help you stay compliant with the local laws, and save you time. To learn more, book a demo with Skuad experts today.

Probation & Termination

Probation Period

The execution of a contract of employment of indefinite duration must begin with a probation period stipulated obligatorily in writing, co-signed by the employer and employee, and whose maximum duration varies according to the professional category of the worker. Any trial period after the execution of the employment contract is null and void.

The purpose of the probation period is to enable the employer to judge the professional skills and behavior of the worker and to assess the general conditions of work, hygiene, and safety in the company.

In the absence of a written contract and for locally recruited staff, the probation period should be,

  • Eight days for workers paid by the hour, day, week, or fortnight
  • One month for workers paid per month
  • Two months for supervisors 
  • Three months for executives

In the case of a written contract, the probation period must be expressly stipulated. It may be arranged for longer than the time required to test the commitment of the staff, given the technical and professional needs. The probation period can only be renewed once and is extendable for the same duration. However, for workers recruited out of the territory of the Central African Republic or outside of their habitual residence, the deadlines and recruitment drives are not included in the maximum duration of the probation period.

In case of renewal of the probationary period, the employer must notify the worker in writing before the initial period expires. It must be done within the following time limits, except for more favorable provisions.

  • Two days before the end of the trial period when it is eight days
  • Eight days before the end of the trial period when it is one month
  • Fifteen days before the end of the trial period when it is two or three months


The contract of employment during the trial period may be terminated at any time by either party without notice unless otherwise decided. In the event of termination of the contract during the probation period, the journey of the recruited worker from their usual place of residence and legally dependent family is the responsibility of the employer. In the latter case, the termination of the employment contract entitles them to a notice allowance corresponding to that of their job profile and seniority.

A fixed-term employment contract cannot be terminated before its expiration by the will of one of the parties, except in exceptional cases or cases of gross negligence left to the discretion of the court.

The contract of employment of indefinite duration can cease in the following cases.

  • Dismissal
  • Resignation
  • Termination of right
  • Retirement
  • Death of the worker

A dismissal is the termination of the contract resulting from the initiative of the employer. The dismissal can be pronounced either for an economic or personal reason. The economic reason may relate to the reorganization, reduction, or suppression of the business activity. The personal reason may relate to the physical or professional incapacity of the employee or their faulty behavior. For terminations for economic reasons, employers must notify the employees’ representatives and the Labor Inspector.

Collective redundancy is the termination of the employment contracts of all or part of the personnel for economic reasons provided for in the labor code. Any employer considering dismissal for economic reasons must bring together the staff representatives, members of the works council, and shop stewards. Further, in the presence of the Inspector of Labor and Laws, they must look for possible alternatives such as shift work, part-time work, technical unemployment, readjustment of bonuses, allowances, and other benefits of all kinds.

At the end of the negotiations, which cannot exceed 30 days, and if an agreement has been reached, a report signed by the parties and the Inspector of Labor and Social Legislation specifies the measures adopted and the duration of their validity.

There is no statutory requirement to pay severance. If severance pay was negotiated in the employment contract, it should be paid out according to the terms agreed on in the same.

To navigate termination and probation policies within the ambit of the law in your expansion efforts, get in touch with Skuad today and avail yourself of tailor-made Central African Republic EOR solutions.

EOR Solution

An EOR service helps organizations manage payroll in the country. Additionally, it helps in solutions through taxation and compliance management matters and the burden of the employers is eased. Again, an EOR service provides for the best practices of employment contracts, compliance with local norms, compensation and benefits, employee expenses, and probation and termination.

Benefits of a Central African Republic EOR Solution

The greatest benefit of working with an EOR service is that you can focus on growing your company while your EOR partner takes care of the rest. Skuad can make sure each of your employees has a positive hiring experience. Since we take over all the HR-related processes, including hiring, payroll, taxation, and securing visas and work permits for your employees, you’ll be able to focus on the business side of things. Further, you won’t have to worry about contravening any of the Central African Republic employment laws.

Types of Visas in the Central African Republic

The Central African Republic has a specific set of regulations in place for foreign nationals who plan to travel within its borders. There are two categories of visas for foreigners.

Short-stay visas These are for visits up to three months long.
Long-stay visas These allow the holder to remain in the Central African Republic for up to one year.

Any employees who will be relocating to the Central African Republic for an extended period will need to obtain a long-stay visa before they can travel abroad and start working.

What Are the Requirements to Obtain a Work Visa in the Central African Republic?

Foreign nationals will need to provide the following documents to get a visa for working in the Central African Republic.

  • A letter of invitation from the employing company based in the Central African Republic
  • Two duly completed and signed visa application forms
  • A passport with at least six months of validity and one blank page
  • Two identical passport-size photographs against a white background
  • A copy of the applicant’s flight itinerary
  • Proof of vaccination against yellow fever
  • A letter from the applicant’s employer stating that they will leave the Central African Republic at the end of their work contract
  • Payment of the visa fee

Applicants can pay the visa fee by cash or money order if they choose to apply in person. However, if the employee applies by mail, they’ll need to pay the fee with a money order. To ensure your expansion endeavors go without a hitch, it is prudent to have the requisite knowledge of visas and visa applications. Skuad’s Central African Republic EOR solution can take care of work visas and other HR-related tasks for you. Talk to us to learn more.

Work Permits

What is a Central African Republic Work Permit?

The country’s immigration service’s permission is needed to earn money in virtually any country. The Central African Republic work permits are specific to a certain employer and are geared toward long-term moves. Most overseas workers move abroad for a single job; this makes the process a lot simpler. The employer “sponsors” the employee, essentially taking responsibility for their stay in the country and confirming that they will be working during their stay. This allows the employee to remain in the country for a designated period, which usually matches the length of their assignment. The work permit is extendable so employment can continue indefinitely.

Central African Republic Contractor Work Permit

Getting a Central African Republic work permit for contractors is difficult. Most contractors have the problem that they don’t stay with employers for extended periods and need to start assignments quickly. Changing employers isn’t usually covered under work permits unless you have a skill that is both required and uncommon in that country. You can switch employers, but you have to alter your work permit to match your shift in employment, which requires a lot of administrative work.

Securing a Central African Republic Work Permit through Skuad

Skuad’s extensive EOR services include sponsoring work permits. We have comprehensive knowledge of the local laws about work permits. Immigration laws are revised regularly, so it’s hard to keep up with the latest developments. We have expertise in the Central African Republic’s taxation and immigration policies to ensure you receive up-to-date, accurate information. Talk to us today to learn more.

Payroll & Taxes in the Central Africa Republic

Taxation in the Central African Republic

Tax Explanation
Corporate tax 30%
Both resident and non-resident companies in agriculture 20
Capital Gains 30% corporate; 20% agriculture
Value-added tax (VAT) 19% (file returns monthly)
Withholding royalties and technical management services 15%
Withholding dividends and interest paid on both residents and non-residents 15%
Social security contribution by employers 19% of their employer remuneration

Payroll Options in the Central African Republic

Central African Republic payroll shows four options for payroll.

Remote For payroll in another country, you can add employees in the Central African Republic to make a centralized payroll.
Internal You can create an internal payroll for large companies and a well-staffed HR department.
Outsourced to a local company The outsourced body shall be responsible for generating and executing payroll.
Outsourced to a global company This is an option for the better management of payroll through companies such as Skuad.

Skuad’s EOR services handle all HR-related functions including payroll and taxation. Get in touch with Skuad experts to learn more!

Incorporation: How to Set Up a Subsidiary in the Central African Republic

Several companies choose to incorporate as an LLC. This requires the following.

To simplify the incorporation process in the Central African Republic, get in touch with Skuad experts and book a demo.

Professional Employer Organization (PEO)

A professional employer organization (PEO) enters into a co-relationship with an employer by providing employees to the employer. This allows the PEO to share and manage many employee-related responsibilities and liabilities. Further, employers can outsource their human resource functions, including taxes, payroll, hiring and onboarding, compensation, termination, and severance.

PEOs typically serve as professional employers of their client’s employees. The client company registers its wages under the PEO’s federal employer identification number (FEIN). This transfers the employee liability to the PEO. Employers thus make profits at lower rates and without risks.

On the other hand, an EOR service is provided by organizations that take over the legal responsibilities of employment to decrease complexities associated with HR functions, market access, and paying employees internationally. The EOR firm becomes the primary employer of their partner organization’s employees on paper.

Skuad offers both EOR and PEO services. Depending on your requirements, you can benefit from our industry expertise to expedite your expansion in the Central African Republic. Talk to our experts to book a demo.

Conclusion: What Gives Skuad’s Central African Republic Solutions an Edge?

There are a plethora of EOR services offered by Skuad to kick-start your business in the Central African Republic. Skuad’s extensive knowledge of the local laws, language, customs, and market will ensure your expansion process is carried out without a hitch while adhering to the Central African Republic labor laws. By taking over all your HR-related tasks, we can save you time, labor, and resources, which will let you better focus on the business side of expansion. Talk to Skuad experts today to learn more.

EOR in 
(Save upto 15%)
(billed annually)
Start Hiring Now

Employ contractors and employees in 160+ countries

Get started
EOR in 
(billed annually)
(billed monthly)

Employ contractors and employees in 160+ countries

Table of Content

Building a remote team?

Employ exceptional talent, anywhere, anytime!

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Skuad is the best solution to hire and expand globally.

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