Afghanistan's employee benefits landscape is shaped by a combination of legal mandates, cultural expectations, and economic realities. Understanding these factors is crucial for employers looking to attract and retain talent in the Afghan market. While the statutory requirements provide a baseline, offering competitive benefits packages that go beyond the minimum is increasingly important for attracting skilled workers.
Navigating the complexities of Afghan labor law and benefit practices can be challenging for foreign companies. An Employer of Record (EOR) can provide valuable support in ensuring compliance and designing benefits packages that meet both legal requirements and employee expectations.
Mandatory Benefits in Afghanistan
Afghan labor law mandates several benefits that employers must provide to their employees. These include:
- Paid Leave: Employees are entitled to annual leave, sick leave, and public holidays. The specific amount of annual leave varies based on length of service, but is typically around 20 days per year.
- Social Security: Afghanistan has a social security system that provides benefits for work-related injuries, disability, and death. Employers are required to contribute to this system on behalf of their employees.
- Maternity Leave: Female employees are entitled to maternity leave, typically with a portion of their salary paid during this period.
- Severance Pay: Employees who are terminated without cause may be entitled to severance pay, depending on their length of service.
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