In The Gambia, several benefits for employees are mandated by law. Employers must comply with these regulations to ensure a legal and healthy work environment.

Paid Time Off

The Gambian workforce is entitled to a generous amount of paid time off. This includes 13 paid public holidays each year. The specific amount of annual leave entitlement is determined by the Joint Industrial Council (JIC) Agreement if applicable to the workplace, the Collective Bargaining Agreement (CBA) if a union represents the employees, or the Employment Contract if neither JIC nor CBA applies.

Maternity Leave

Pregnant employees are entitled to a minimum of 14 weeks of maternity leave at full pay. This is broken down into 6 weeks before the expected delivery date and 8 weeks after the expected delivery date.

Notice Period

Both employers and employees are required to provide a notice period before termination of employment. The specific notice period depends on the employee's length of service.

Severance Pay

If an employer terminates an employee's contract without just cause, they are obligated to pay severance pay. The amount is typically calculated based on the employee's salary and length of service.

Additional Considerations

Employees are entitled to overtime pay for working beyond the standard work hours, as defined in their employment contract. A probationary period can be established in the employment contract, with a maximum duration of 12 months.

In Gambia, many employers offer additional perks and benefits to attract and retain top talent. These optional employee benefits vary across different sectors and companies.

Health and Wellness Benefits

Employers often provide health insurance that covers more than just hospitalization. These plans might include dental, vision, and outpatient care. Additionally, companies may promote employee well-being through wellness programs. These can include gym memberships, discounted fitness trackers, or on-site fitness classes.

Financial Benefits

In a country with high mobile phone penetration, employers may offer monthly allowances to help employees cover call and data charges. To ease commuting burdens, companies might provide transportation allowances or even shuttle services, particularly for those working outside major city centers.

Work-Life Balance Benefits

Forward-thinking companies may offer flexible work hours, remote work options, or compressed workweeks to enhance employee work-life balance. While Gambian law mandates a minimum of 18 working days of annual leave, some employers may offer more generous PTO policies, including additional sick leave or personal days.

Other Benefits

Offering free or subsidized meals can be a great perk for employees, especially considering the rising cost of living. Investing in employee growth by providing training opportunities, conference attendance, or tuition reimbursement programs demonstrates a commitment to employee development.

In The Gambia, there is no mandatory national health insurance scheme for employees as of April 2024.

Public Healthcare System

The Gambian public healthcare system is faced with challenges, including limited resources and access to quality care.

Employer-Sponsored Health Insurance

In the private sector, some employers, particularly banks and NGOs, offer health insurance benefits to their employees. These plans may involve self-operated health clinics for employees, such as the Gambia Ports Authority Clinic, or contributions to private health insurance schemes.

In The Gambia, the retirement landscape offers several options depending on the employment sector.

Public Sector Schemes

The Public Service Pension Scheme (PSPS) covers government employees, including civil servants and uniformed services. It's a defined benefit scheme with benefits based on salary and years of service.

Private Sector Schemes

The Federated Pension Scheme (FPS) is a mandatory national occupational pension scheme managed by the Social Security and Housing Finance Corporation (SSHFC). It covers non-government public sector employees and private sector companies that choose to opt-in. It's a defined benefit scheme with contributions from employers amounting to 15% of the gross salary. The minimum retirement age is 45 with 10 years of contributions, with early retirement options.

The National Provident Fund (NPF) is a voluntary contributory provident fund also managed by SSHFC. It's open to private sector employees who are not covered by FPS or a company pension plan. It offers lump sum payouts upon retirement or reaching a certain age.

Some private companies offer their own Company Pension Plans. The details of these plans would vary by company.