Employer of Record in Comoros

An Employer of Record, or EOR, is a company that legally hires employees on your behalf in another country. If you want to hire someone in Comoros, but you don't have a registered business there, an EOR is a straightforward solution. It handles all the legal and HR work, like payroll, taxes, benefits, and employment contracts. This lets you build a team in Comoros without the time and expense of setting up your own local entity. Rivermate is an EOR provider that can help you hire in Comoros.

How an Employer of Record (EOR) Works in Comoros

Using an EOR simplifies hiring in Comoros. Here is how it typically works:

• You Find the Talent: You recruit and select the candidate you want to hire in Comoros.
• The EOR Hires Them: The EOR legally hires your chosen candidate through its local, compliant entity in Comoros.
• Contracts are Managed: The EOR drafts a legally sound employment contract that complies with all Comorian labor laws.
• Onboarding is Handled: The EOR manages the onboarding process, including registering the employee with local authorities.
• Payroll and Benefits are Administered: The EOR takes care of running monthly payroll, calculating taxes, and managing social security contributions and benefits.

Why use an Employer of Record in Comoros

Using an EOR in Comoros allows you to focus on your business goals without getting bogged down in local employment laws and HR tasks. It is a practical way to enter the Comorian market quickly and compliantly.

Here are some key benefits:

• Start quickly. You can hire employees and start operating in Comoros in a fraction of the time it would take to set up your own legal entity.
• Ensure compliance. EORs are experts in local labor laws. They make sure your hiring practices, contracts, and payroll are fully compliant with Comorian regulations.
• Reduce risk. An EOR helps you avoid the risks of misclassifying employees and the potential legal and financial penalties that come with it.
• Save money. Setting up and maintaining a legal entity in a new country is expensive. An EOR provides a more cost-effective solution for hiring in Comoros.
• Focus on your business. With an EOR handling HR and administrative tasks, you can concentrate on managing your team and growing your business.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Comoros 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 Comoros.

Hiring in Comoros means navigating a legal landscape that prioritizes employee rights. To build a successful team, you need to understand the local labor laws. This guide simplifies the key aspects of hiring in this island nation.

Employment contracts & must-have clauses

You should always provide a written employment contract. Comorian labor law recognizes two main types:

• Indefinite-Term Contract: This is the standard for permanent positions and has no set end date.
• Fixed-Term Contract: You can use this for temporary projects or to replace an absent employee, with a maximum duration of two years.

Make sure every contract, regardless of type, includes these essential clauses to be legally compliant:

• Full identification of both you and the employee
• The place of work
• Job title and a clear description of duties
• Employment start date
• Duration of the contract (for fixed-term agreements)
• Salary, wages, and any other benefits
• Working hours
• Paid leave entitlement
• Probationary period details
• Conditions for termination

Probation periods

You can include a probationary period to assess a new hire's suitability. In Comoros, the maximum length for a probation period is six months. This must be agreed upon in writing within the employment contract. During this time, either you or the employee can end the contract with minimal notice.

Working hours & overtime

The standard workweek in Comoros is 40 hours. Anything beyond this is overtime and must be compensated at a higher rate.

Here's how overtime pay is typically calculated:

Work on rest days or public holidays should be paid at a 40% increase.

Public & regional holidays

Employees are entitled to paid days off for public holidays. The dates for religious holidays can change each year based on the lunar calendar.

Here are the expected public holidays for 2025:

• January 1: New Year's Day
• January 28: Isra and Mi'raj
• March 18: Anniversary of the Death of President Said Mohamed Cheikh
• March 31: Eid al-Fitr
• May 1: Labour Day
• June 7: Eid al-Adha
• June 27: Muharram (Islamic New Year)
• July 6: Independence Day
• September 5: Milad un Nabi (Birth of the Prophet Muhammad)
• December 25: Christmas Day

Hiring contractors in Comoros

You can hire independent contractors for specific services. However, you must be careful to avoid misclassification. A true independent contractor sets their own work schedule, uses their own tools, and is free to work for other clients.

If a relationship looks more like traditional employment, you risk "disguised employment." This can lead to legal trouble and financial penalties, including back taxes and social security payments. An Employer of Record (EOR) can help you avoid these risks. An EOR legally employs workers on your behalf, ensuring they are classified correctly and that all local labor laws are met. This lets you focus on managing your team's work without worrying about compliance.

In Comoros, managing compensation and payroll means understanding a blend of local regulations and common practices. The country's economy, largely based on agriculture and fishing, influences salary structures. As an employer, you need to be aware of the legal requirements to ensure you are compliant and can attract and retain talent in the local market.

Payroll cycles & wage structure

In Comoros, the payroll cycle is typically monthly. You will usually pay employees once a month, often at the end of the month.

While not legally required, it is a good practice to provide a written employment contract in a language understood by both you and your employee. This contract should detail the terms of employment, including compensation.

Salaries can vary greatly depending on the industry, role, and experience of the employee. For example, professionals in finance or telecommunications may earn more than those in the agricultural sector. It is also common for employers to offer allowances to cover costs like transportation, housing, or meals, which can be a significant part of an employee's total compensation.

Overtime & minimums

The standard work week in Comoros is 40 hours. The government sets a national minimum wage that all employers must follow. As of 2022, the minimum wage is 55,000 Comorian Francs (KMF) per month.

When employees work beyond the standard hours, they are entitled to overtime pay. The rates for overtime are:

• First 8 hours: 15% increase on the regular wage
• Next 8 hours: 30% increase
• After that: 40% increase

For work performed on rest days or public holidays, employees are entitled to a 40% wage increase.

Employer taxes and contributions

As an employer in Comoros, you are responsible for contributing to social security for your employees.

Employee taxes and deductions

Employees also contribute to social security from their salaries.

In Comoros, your approach to employee benefits and leave is key to attracting and keeping the best talent. Understanding the local labor laws helps you stay compliant and build a strong team. Think of the legal requirements as your starting point. From there, you can add extra benefits to become a more attractive employer.

Statutory leave

Your employees in Comoros have a legal right to several types of paid leave.

• Annual Leave: Employees are entitled to paid annual leave. After one year of service, this is typically 24 to 30 days.
• Sick Leave: You must provide up to six months of sick leave for employees who are ill or injured. To qualify, an employee needs to give you a medical certificate from a doctor.
• Maternity Leave: Female employees receive 14 weeks of paid maternity leave. Eight of these weeks must be taken after the baby is born.

Public holidays & regional holidays

Your team is entitled to paid time off for national public holidays. The dates for many of these holidays change each year because they follow the lunar calendar. There are no separate regional holidays; the whole country observes the same schedule.

Public Holidays in Comoros 2025

Typical supplemental benefits

To build a competitive benefits package, you should know the difference between what is required by law and what you can offer as an extra perk.

How an EOR can help with setting up benefits

Setting up a compliant and competitive benefits package in a new country can be complex. An Employer of Record (EOR) simplifies this process for you.

An EOR acts as the legal employer for your team in Comoros. This means you do not have to establish a local entity. The EOR handles all the administrative and legal tasks. They manage payroll, taxes, and social security contributions. They also ensure your employment contracts and benefits packages meet all of Comoros' labor laws. This frees you up to focus on managing your employees and growing your business.

Ending a work relationship in Comoros requires you to follow specific local labor laws. This process ensures you handle everything fairly and legally. It involves giving proper notice, calculating final payments, and providing the right documents. Following these rules helps you avoid legal trouble and maintain a good reputation.

Notice periods

Comorian labor law requires you to provide a minimum notice period before ending an employment contract. This period gives your employee time to find a new job. The length of the notice often depends on the employee's job type and how long they have worked for you. If you do not provide the required notice, you may have to pay the employee's salary for that period.

Here are typical minimum notice periods:

• Unskilled Workers: Specific periods are defined by the Comorian labor code.
• Skilled Workers: These periods are also defined by law or collective agreements.
• Supervisors and Managers: Expect longer notice periods for these roles.

Severance pay

Employees in Comoros are usually entitled to severance pay when their employment is terminated for reasons other than serious misconduct. This payment provides financial support to the employee after they lose their job. The amount of severance pay is typically based on the employee's length of service and their average salary. The exact calculation method is outlined in the labor code.

How Rivermate handles compliant exits

When you partner with an Employer of Record like Rivermate, we manage the entire offboarding process for you. We ensure every step complies with Comorian labor law.

Here is how we handle it:

• Legal Guidance: We provide expert advice on notice periods and severance pay to ensure you meet all legal requirements.
• Documentation: We prepare all necessary documents, including the formal termination letter and the certificate of employment.
• Final Payments: We calculate and process all final dues, such as outstanding wages, accrued leave, and severance pay.
• Official Notifications: We inform the relevant labor authorities about the termination, making sure all procedures are correctly followed.

Using an Employer of Record simplifies the process and reduces your risk. We handle the complexities so you can focus on your business.

Getting the right visas and work permits in Comoros is essential for employing foreign nationals. The process involves both the employee and the employer. You need to follow specific steps to ensure compliance with local laws. This guide breaks down what you need to know.

Employment visas & sponsorship realities

To employ a foreign national in Comoros, you need to sponsor a long-stay visa and a work permit. The government requires you to show that a local candidate could not fill the position. This is a common requirement to protect the local job market.

An Employer of Record (EOR) can sponsor work permits for your employees. This is a practical route if you do not have a legal entity in Comoros. The EOR acts as the legal employer and handles the sponsorship process.

Here is what the process typically looks like:

• Job Offer: You provide a formal employment contract to the candidate.
• Work Permit Application: The sponsoring entity, such as an EOR, applies to the Ministry of Labour for a work permit. This includes justifying the need to hire a foreign worker.
• Visa Application: Once the work authorization is approved, the employee can apply for a long-stay visa at a Comorian embassy or consulate in their country of residence.
• Arrival and Registration: Upon arrival in Comoros, the employee must register with local immigration authorities.

An EOR cannot sponsor independent contractors or freelancers for work visas. The individual must be an employee of the sponsoring entity.

Business travel compliance

For short-term business trips, your employees will need a business visa. This visa is typically for activities like meetings, negotiations, or attending conferences. It does not permit employment.

Key points for business travel:

• Duration: A business visa is usually valid for up to 45 days.
• Visa on Arrival: It is often possible to get a visa on arrival for business purposes.
• Required Documents: Travelers will need specific documents to obtain a business visa.

Here is a list of common documents required for a business visa:

• A valid passport with at least six months of validity.
• An invitation letter from a business or organization in Comoros.
• Proof of return or onward travel.
• Sufficient funds to cover the stay.