Employer of Record in Mali

An Employer of Record (EOR) in Mali is a company that legally hires employees on your behalf. This allows you to build a team in Mali without setting up your own local company. The EOR handles all the legal and HR tasks like payroll, taxes, benefits, and contracts. You manage your team's daily work, while the EOR takes care of the employment administration. This helps you hire talent in Mali quickly and correctly. For a deeper look, you can check out providers like Rivermate.

How an Employer of Record (EOR) Works in Mali

Using an EOR simplifies hiring in Mali. Here is how the process usually works:

1. You Find the Talent. You recruit and select the best person for the job.
2. The EOR Hires Them. The EOR uses its local Malian company to legally employ the worker for you.
3. Contracts Are Handled. The EOR drafts a compliant employment contract that follows all of Mali's labor laws.
4. Onboarding Begins. The EOR manages the onboarding process and makes sure all the right paperwork is completed.
5. Payroll is Managed. The EOR processes payroll, ensuring your team members get paid correctly and on time.
6. Taxes and Benefits Are Covered. The EOR takes care of all tax withholdings and social security contributions as required by Malian law.

Why use an Employer of Record in Mali

Expanding your team into a new country like Mali presents challenges. Local labor laws can be complex, and hiring without the right legal setup can lead to fines and other penalties. An EOR removes this risk by acting as the legal employer for your workers, which frees you up to focus on growing your business.

Here are some key reasons to use an EOR in Mali:

• Hire Without a Local Entity. You can hire employees in Mali without the cost and time it takes to establish a legal entity there.
• Stay Compliant. An EOR ensures that your hiring practices, contracts, and payroll all follow Mali's specific labor laws and tax regulations.
• Save Time and Money. You avoid the significant expenses and administrative work involved in setting up and managing a foreign subsidiary.
• Manage Benefits Easily. The EOR handles all mandatory benefits, like social security contributions, paid leave, and pensions, ensuring you meet local standards.
• Reduce Risk. You can avoid the risks of misclassifying employees as contractors, which can lead to serious legal and financial trouble.

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

Hiring in Mali requires understanding its unique labor landscape. The economy relies heavily on agriculture and mining, with gold as a major export. While traditional recruitment methods like word-of-mouth are still common, online platforms are becoming more popular, especially for reaching candidates in urban centers like Bamako. The workforce in cities is generally more skilled, with talent coming from local universities and training centers. French is the official language of business, so you will need contracts and official communications to be in French.

Employment contracts & must-have clauses

In Mali, you can have two main types of employment contracts: indefinite-term and fixed-term. While indefinite-term contracts are standard, fixed-term contracts are used for specific projects or temporary work and must be in writing. If a fixed-term contract is not in writing, the law considers it an indefinite contract.

Here are the essential clauses you must include in an employment contract:

• Identification: Full details of you and your employee.
• Place of work: Where the employee will be based.
• Job details: The title and a clear description of the duties.
• Start date: When the employment begins.
• Contract length: Specify the duration for fixed-term contracts.
• Pay: Include salary, bonuses, and any other benefits.
• Working hours: The expected hours of work.
• Paid leave: Details on the annual leave entitlement.
• Probationary period: If applicable, state the duration.

Probation periods

You can include a probationary period at the start of employment to see if the employee is a good fit. This must be stated in the written contract. The length of the probation period usually depends on the employee's role and can range from one to three months. During this time, either you or the employee can end the contract with a shorter notice period than is required after the probation ends. The maximum duration for a probationary period, including any renewal, is six months.

Working hours & overtime

The standard workweek in Mali is 40 hours. For certain jobs, like security guards or hotel workers, the weekly hours can be different. Any work done beyond the standard 40 hours is considered overtime and you must pay a premium.

Here are the minimum overtime rates:

Source: GoGlobal

Public & regional holidays

Mali has a number of public holidays. Some have fixed dates, while others are based on the lunar calendar and change each year.

Here is a list of public holidays for 2025:

• New Year's Day: January 1
• Armed Forces Day: January 20
• Martyrs' Day: March 26
• Korité (Eid al-Fitr): March 30
• Easter Monday: April 21
• Labour Day: May 1
• Africa Day: May 25
• Tabaski (Eid al-Adha): June 7
• Prophet Muhammad's Birthday: September 5
• Baptism of the Prophet: September 12
• Independence Day: September 22
• Christmas Day: December 25

Hiring contractors in Mali

Hiring independent contractors can be a flexible way to access specialized skills for short-term projects. It allows you to get the help you need without the long-term commitment of hiring a full-time employee.

However, you need to be careful. If you treat a contractor like an employee, you risk misclassifying them. This can lead to serious problems, including fines, back taxes, and damage to your company's reputation. An Employer of Record (EOR) can help you avoid these risks. An EOR acts as the legal employer for your workers, ensuring that they are classified correctly and that you comply with all local labor laws. This lets you focus on your business while the EOR handles the legal and HR complexities of hiring in Mali.

In Mali, handling compensation and payroll means understanding a few key things. You need to pay your employees on time and follow the rules for salaries, taxes, and social security. It's not just about paying the base salary. You also have to account for overtime, withhold the right amount of taxes, and contribute to social security for your employees. Staying compliant is important to avoid penalties and keep your team happy.

Payroll cycles & wage structure

In Mali, the standard payroll cycle is monthly. You'll typically pay your employees once a month, often at the end of the month. The most common way to pay salaries is through a bank transfer.

Beyond the basic salary, it's common for employees in Mali to receive allowances. These can be a significant part of their total compensation. Some common allowances include:

• Housing Allowance: This is often provided to help employees with their accommodation costs, especially for professional roles.
• Transport Allowance: This helps cover the cost of your employee's daily commute.

Overtime & minimums

The standard work week in Mali is 40 hours. If your employees work more than that, you need to pay them overtime. The overtime rates are:

• 10% for hours worked between 41 and 48 hours per week.
• 25% for hours worked beyond 48 hours per week.
• 50% for any work done at night.

Mali has a legally mandated minimum wage to ensure all workers are paid a fair rate.

Employer taxes and contributions

As an employer in Mali, you are responsible for contributing to social security and other funds on behalf of your employees. These contributions are a percentage of the employee's gross salary.

Employee taxes and deductions

Your employees also contribute to social security from their salaries, and you are responsible for withholding these amounts and remitting them to the proper authorities. You also need to withhold income tax.

Income tax in Mali is progressive, meaning the tax rate increases as an employee's income increases. The income tax rates are as follows:

In Mali, benefits and leave are a mix of government-mandated requirements and extra perks employers offer. The law provides a solid foundation of protections for you, the employee. This includes time off for holidays, vacation, and when you are sick. It also covers major life events like having a child. Think of these as the standard benefits that every employer must provide.

Many companies choose to offer more than the basics. They do this to attract and keep good employees. These extra benefits can make a big difference in your overall compensation package.

Statutory leave

The government of Mali sets minimum leave requirements for all employees.

• Annual Leave: You are entitled to paid annual leave, which you earn at a rate of 2.5 days per month. This adds up to 30 days of leave per year. Your entitlement increases with long service. You get an extra two days after 15 years, four days after 20 years, and six days after 25 years of service.

• Sick Leave: You are entitled to paid sick leave if you are unable to work due to illness or injury. A medical certificate is typically required to justify your absence, especially for more than a couple of days.

• Maternity Leave: Female employees receive 14 weeks of maternity leave. This is typically taken as six weeks before the due date and eight weeks after childbirth. This leave can be extended by up to three weeks for medical reasons. Your pay during this time is covered by social security.

• Paternity Leave: Fathers are entitled to three days of paid leave following the birth of a child.

Public holidays & regional holidays

You are entitled to paid time off for national and religious holidays. Some holidays are based on the lunar calendar, so their dates change each year.

Typical supplemental benefits

Malian law requires certain benefits, but many employers offer more to stay competitive. Here’s a look at what is required versus what is often offered as an extra perk.

How an EOR can help with setting up benefits

Setting up a competitive and compliant benefits package 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 Mali. This means they understand the local laws and market expectations for benefits. They handle all the administration, from enrolling you in mandatory social security to sourcing competitive private health insurance plans.

Using an EOR saves your employer the time and expense of setting up a local entity. It also ensures you receive a benefits package that is both compliant and attractive, helping you feel secure and valued in your role.

When you part ways with an employee in Mali, you need to follow a specific process. It’s not just about saying goodbye. You have legal obligations to meet. This process, known as termination and offboarding, is guided by Mali's Labor Code. The rules are there to make sure you treat employees fairly. They cover everything from how much notice you give to the final payments you need to make. Getting this right protects your business and respects your employees.

Notice periods

When you decide to terminate an employment contract, you must give the employee a written notice. The length of this notice period depends on the employee's role and how long they've worked for you. Think of it as a heads up, giving them time to prepare for their next step.

Here’s a simple breakdown of the minimum notice periods:

It's important to check any collective agreements that might apply to your industry. These agreements can sometimes require longer notice periods. You also have the option to pay the employee for the notice period instead of having them work. This is often called "payment in lieu of notice."

Severance pay

In Mali, severance pay is a key part of the offboarding process for employees who meet certain criteria. To be eligible, an employee usually needs to have at least one year of continuous service with your company.

The amount of severance pay is calculated based on the employee's average monthly salary over the last 12 months and their length of service. The calculation is tiered:

• For the first 5 years of service: 20% of the average monthly salary for each year.
• From year 6 to year 10: 25% of the average monthly salary for each year.
• Beyond 10 years: 30% of the average monthly salary for each year.

This payment is separate from any final salary, payment for unused vacation time, and any payment in lieu of notice.

How Rivermate handles compliant exits

Navigating the details of Malian labor law can be complex. That’s where we come in. At Rivermate, we make sure every termination and offboarding process is handled correctly and compassionately.

Here’s how we help you stay compliant:

• Clear communication: We make sure you provide the employee with a clear, written notice of termination that states the reasons for the decision.
• Accurate calculations: We handle all the final payment calculations for you. This includes the final salary, any accrued leave, notice period pay, and the correct severance pay.
• Proper documentation: We prepare all the necessary final documents, like the certificate of employment, which details the employee’s role and dates of service.
• Step-by-step guidance: We guide you through each step of the process, making sure you meet all legal requirements and avoid any potential disputes.

With Rivermate, you can be confident that you are handling employee exits in a way that is fair, compliant, and professional. We manage the complexities so you can focus on your business.

Navigating the visa and work permit process in Mali is a critical step for any company looking to hire foreign talent. The system requires careful attention to detail and an understanding of the local requirements. It involves a two-part process: securing the right visa to enter the country and then obtaining a work permit to legally engage in employment.

Employment visas & sponsorship realities

For anyone planning to work in Mali, a long-stay visa is the first step. This visa allows you to enter the country for an extended period, which is necessary before you can apply for a work permit and residency. Short-stay visas are available for business meetings, but they do not permit you to work.

The work permit application is driven by the employer. This means your company in Mali must initiate the process on your behalf. The key steps and documents involved are:

• Employer Sponsorship: The employer in Mali acts as the sponsor for the work permit. They are responsible for submitting the application and providing all necessary company documentation.
• Labor Market Test: In many cases, the employer must demonstrate that the position cannot be filled by a qualified Malian national.
• Required Documentation: A comprehensive set of documents is required, including:
  • A valid passport and long-stay visa.
  • A signed employment contract.
  • The employer's business registration and tax documents.
  • Your educational and professional qualifications.
  • A medical certificate and police clearance.

An Employer of Record (EOR) can simplify this process significantly. Since an EOR is a registered legal entity in Mali, it can act as the official employer and sponsor for your international hires. This removes the need for you to set up your own local entity, which can be a complex and time-consuming process.

Business travel compliance

If you are traveling to Mali for short-term business activities, such as meetings or negotiations, a business visa is the appropriate choice. It's important to understand the limitations of this visa to ensure you remain compliant with local laws.

Here's what you need to know about business travel:

• Permitted Activities: A business visa allows for activities that do not constitute employment. This can include attending conferences, meeting with business partners, or exploring market opportunities.
• Visa Requirements: To obtain a business visa, you will typically need to provide:
  • A completed visa application form.
  • A valid passport.
  • A business cover letter explaining the purpose of your visit.
  • Proof of a yellow fever vaccination.
  • Your flight itinerary.
• Duration of Stay: Business visas are available for single or multiple entries and for stays of up to six months.

It is crucial to not engage in any work activities on a business visa. If the nature of your visit involves employment, you must go through the proper channels to secure a long-stay visa and work permit.