Employer of Record in Burundi

An Employer of Record (EOR) in Burundi is a company that legally hires employees on your behalf. This means you can build a team in Burundi without setting up a local legal entity. An EOR handles all the legal and HR tasks, like payroll, taxes, benefits, and compliance with local labor laws. You manage your team's day-to-day work, while the EOR takes care of the administrative side. For companies looking to hire in Burundi, providers like Rivermate can simplify the process.

How an Employer of Record (EOR) Works in Burundi

Using an EOR in Burundi follows a clear process. It allows you to hire talent quickly and compliantly.

Here is how it works:

• You Find the Talent: You recruit and select the person you want to hire in Burundi.
• The EOR Hires Them: The EOR becomes the legal employer for your chosen candidate. They handle the employment contract, making sure it follows all Burundian labor laws.
• Onboarding: The EOR manages the entire onboarding process, including any necessary registrations with local authorities.
• Payroll and Benefits: The EOR processes payroll, deducts taxes, and manages social security contributions. They also administer all legally required employee benefits.
• Ongoing HR: The EOR provides continuous HR support, managing things like paid time off and ensuring you stay compliant with any changes in local law.
• You Manage Your Team: You direct your employee's daily tasks and responsibilities, focusing on your business goals.

Why use an Employer of Record in Burundi

Using an EOR in Burundi offers a practical way to expand your business and hire talent without the usual complications of international employment. It simplifies your entry into a new market and reduces risk.

Here are some key benefits:

• Avoid Setting Up a Company: You can hire employees in Burundi without the time and expense of establishing a legal entity in the country.
• Stay Compliant with Local Laws: EORs are experts in Burundian labor law. They ensure your employment contracts, payroll, and termination procedures all meet legal requirements, minimizing your risk of fines or legal issues. The Ministry of Public Service, Labor and Employment designs and implements national labor policy.
• Simplify Payroll and Taxes: An EOR manages all aspects of payroll, including calculating salaries, withholding taxes, and making social security contributions. This saves you from navigating a complex local tax system.
• Offer Competitive Benefits: An EOR can help you provide locally compliant benefits packages, making your job offers more attractive to Burundian talent.
• Save Time and Resources: By outsourcing HR and administrative tasks, you free up your internal team to focus on growing your business.
• Flexibility to Scale: An EOR allows you to easily hire one or many employees, giving you the flexibility to grow your team at your own pace.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Burundi includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Burundi.

Hiring in Burundi presents a unique opportunity to tap into a young and growing talent pool. The workforce is characterized by a high literacy rate and a growing number of young people entering the job market. While agriculture has traditionally been the largest employer, sectors like financial services, IT support, and project management are expanding. Navigating the local employment landscape requires a clear understanding of the country's labor laws and hiring practices.

Employment contracts & must-have clauses

In Burundi, you must provide employees with a written employment contract. The two main types of contracts are indefinite and fixed-term.

• Indefinite contracts are for permanent positions with no set end date.
• Fixed-term contracts have a specific end date and are used for temporary or project-based work.

Your employment contracts must be in one of the country's official languages: Kirundi, French, or English. To ensure compliance, every contract should include these essential clauses:

• Identification of the employer and employee
• Job title and description of duties
• Place of work
• Start date of employment
• Contract duration (for fixed-term contracts)
• Salary and payment details
• Working hours and rest periods
• Paid leave entitlement
• Probationary period details (if applicable)
• Conditions for termination

Probation periods

You can include a probationary period in an employment contract to assess a new hire's suitability for a role. The maximum length of a probation period depends on the employee's level of responsibility.

For fixed-term contracts, the probation period cannot exceed one-third of the total contract duration.

Working hours & overtime

The standard workweek in Burundi is 40 to 45 hours, typically spread over five and a half days. Any hours worked beyond the standard are considered overtime and must be compensated at a higher rate.

Public & regional holidays

Your employees in Burundi are entitled to paid time off for public holidays. The recognized public holidays for 2025 are:

Hiring contractors in Burundi

Hiring independent contractors in Burundi can offer flexibility and access to specialized skills. However, it is crucial to correctly classify your workers to avoid legal and financial risks.

An independent contractor is a self-employed individual who provides services to your company on a project basis. They are not considered employees and are not entitled to the same benefits and protections under Burundian labor law.

Misclassifying an employee as an independent contractor can lead to significant penalties. This happens when a worker is treated like an employee but is denied their legal rights, such as minimum wage, overtime pay, and social security contributions. The consequences of misclassification can include:

• Financial penalties: Authorities can impose hefty fines for violating workers' rights.
• Back taxes and benefits: You may be liable for unpaid employment taxes and social security contributions.
• Legal action: Misclassified workers can take legal action against your company for damages.

An Employer of Record (EOR) can help you mitigate these risks. An EOR acts as the legal employer for your workers in Burundi, ensuring that they are classified correctly and that all local labor laws are followed. This allows you to focus on managing your team and growing your business while the EOR handles the complexities of local employment compliance.

Understanding compensation and payroll in Burundi is straightforward. The local currency is the Burundian franc (BIF). Most of the workforce is in agriculture, which influences the country's wage structures.

Payroll cycles & wage structure

In Burundi, you typically process payroll monthly. While this is the standard, some companies may arrange for semi-monthly, bi-weekly, or weekly payments depending on their policies. There is no legal requirement for a 13th-month salary, but some employers offer it as a benefit.

Overtime & minimums

The standard work week is 40 hours, based on an 8-hour day from Monday to Friday. Any work done beyond these 40 hours is considered overtime.

• Weekdays: Overtime is paid at 150% of the regular salary.
• Weekends & Public Holidays: Work on these days is paid at 200% of the regular salary.

Minimum wage varies by location:

• Urban Areas: 160 BIF per day.
• Rural Areas: 105 BIF per day.

Employer taxes and contributions

As an employer in Burundi, you are responsible for contributing to social security and work injury insurance for your employees.

Employee taxes and deductions

Employees also contribute to social security from their salaries. Income tax is progressive, meaning the rate increases with the employee's income.

In Burundi, understanding the local labor laws for employee leave and benefits is key to keeping your team happy and your business compliant. The 2020 Labor Code sets the foundation for what you need to provide. This includes everything from paid time off to social security contributions. Getting these details right from the start helps you attract and retain talent while avoiding legal issues.

Statutory leave

Here’s a breakdown of the legally required leave entitlements in Burundi.

• Annual Leave: Employees get 20 days of paid annual leave after one year of continuous service. This comes out to about 1.67 days for each month worked. The amount of leave increases by at least one day for every four years of service with the same company.
• Sick Leave: You can take up to three months of sick leave per year. During this time, you receive 66.7% of your regular salary.
• Maternity Leave: Female employees are entitled to 12 weeks of maternity leave, which can be extended to 14 weeks. The pay is split, with the employer paying 50% of the salary and the Social Security Institute covering the other 50%.
• Paternity Leave: Fathers receive four days of fully paid leave when their child is born.

Public holidays & regional holidays

Employees in Burundi are entitled to paid leave on public holidays. There are 13 public holidays.

Typical supplemental benefits

While the law sets minimum requirements, many employers offer additional benefits to stay competitive.

How an EOR can help with setting up benefits

Setting up a benefits plan in a new country can be complex. An Employer of Record (EOR) simplifies this process for you. An EOR already has a legal entity in Burundi, so they understand the local laws and market norms.

Here's how an EOR can help:

• Ensure Compliance: An EOR makes sure your benefits packages meet all of Burundi's legal requirements.
• Save Time: They handle all the administrative work of setting up and managing benefits.
• Offer Competitive Packages: An EOR can advise you on what benefits are common in the local market to help you attract top talent.
• Simplify Payroll: They manage payroll and ensure all social security contributions are made correctly.

Working with an EOR allows you to focus on your business goals while they handle the complexities of local employment laws and benefits administration.

When you part ways with an employee in Burundi, you need to follow a clear process. It’s not just about saying goodbye. You must handle the termination and offboarding according to the country's labor laws. This ensures you treat your former employee fairly and protect your business from legal trouble. The rules cover everything from how much notice you give to final pay.

Notice Periods

When you decide to end an employment contract, you must give the employee advance notice. The length of this notice period depends on how long the employee has worked for your company. Think of it as a transition time for both of you.

Here are the minimum notice periods you need to provide.

If an employee resigns, they also need to give you notice, but the period is half of what's listed above. In some cases, you can pay compensation instead of having the employee work the notice period.

Severance Pay

In addition to a notice period, you may need to pay severance. This payment is for employees with an indefinite-term contract, unless they are terminated for serious misconduct. The amount of severance pay is based on the employee's length of service and their average monthly salary. While specific rates can vary, the payment is typically calculated on a progressive scale based on how long the employee has been with you.

How Rivermate Handles Compliant Exits

At Rivermate, we make sure every termination is handled correctly and compassionately. We manage the entire offboarding process to ensure you comply with all of Burundi's labor laws.

Here’s how we help you:

• Legal Compliance: We stay up-to-date on local labor laws, so you don’t have to. We ensure every termination meets the legal requirements for notice periods, severance pay, and proper documentation.
• Clear Communication: We help you prepare all necessary documents, including the written notice of termination. This ensures the reason for the termination is clearly stated and delivered to the employee as required.
• Final Payroll: We handle the final payment, making sure it includes all regular wages, any payment in lieu of notice, and the correct severance amount.
• Smooth Transition: Our process is designed to be respectful to the departing employee, which protects your reputation and helps maintain morale among your remaining team members.

We take care of the details so you can focus on running your business.

Getting work authorization in Burundi involves a few key steps. You will need to navigate the requirements of both the immigration and labor authorities. Typically, you must secure a work visa to enter the country and then obtain a work permit to legally perform your job. This process ensures that your employment complies with local laws.

Foreign nationals who plan to work in Burundi need a work permit. This applies whether you are employed by a local company or an international organization. A key requirement is that the job cannot be filled by a Burundian citizen. The work permit legally allows you to work, while a visa grants you entry into the country. Both are necessary for employment.

Work permits are usually issued for one to two years and must be renewed before they expire to ensure you can continue working without interruption.

Employment visas & sponsorship realities

An employer with a legally registered entity in Burundi must sponsor you for a work visa. This means you cannot apply for a work visa on your own as a freelancer or independent contractor. The employer initiates the process by submitting an application to the Ministry of Labor on your behalf.

An Employer of Record (EOR) can be a practical solution for companies that do not have a legal entity in Burundi. An EOR can legally hire and sponsor employees on your company's behalf, handling all the necessary paperwork for work permits and visas. This simplifies the process and ensures compliance with local labor laws.

The general steps for obtaining a work permit are:

• Your employer submits an application to the Ministry of Labor.
• The application includes your employment contract and proof of your qualifications.
• Once the application is approved, you can collect your work permit.

Business travel compliance

For short-term trips that involve business activities, you will need a business visa. This visa is typically valid for 30 days and allows for activities like meetings, conferences, and negotiations. It is important to note that a business visa does not permit you to work in Burundi.

To apply for a business visa, you generally need to provide the following:

The standard processing time for a business visa is about seven days after the application is received. It is recommended to apply well in advance of your planned travel date.