Gambia

Employer of Record in the Gambia

The Gambia is the smallest country in continental Africa and shares a narrow Atlantic coastline. The small West African country is also a popular tourist destination. 

Moreover, Gambia is a culturally rich country with a blend of African, Islamic, and European influences. 

The Gambia offers a strategic location, favorable economic climate, skilled workforce, natural resources, tourism potential, and a supportive business environment. 

These factors make it an attractive destination for businesses looking to expand their operations in West Africa. 

Using an employer of record in The Gambia can be a convenient and efficient way to expand your business operations. 

EOR in The Gambia allows you to focus on your core business while Gambia EOR service providers handle the administrative and legal complexities of employing workers, including payroll in Gambia.

Moreover, to get an accurate estimate of the costs associated with using a Gambia employer of record, you can use our employee cost calculator to get a customized quote based on your specific needs and the number of employees you plan to hire.

Skuad’s Employer of Record Gambia (EOR) solutions make business expansion to the Gambia easy and hassle-free. 

Our unique HR platform allows companies to hire exceptionally talented employees in the Gambia without having to set up a separate legal entity. It streamlines hiring and onboarding a remote team by handling payroll management, taxation, and other legal compliances. 

To learn more about Skuad, Book a demo today.

In addition to the benefits of being an employer of record in the Gambia, you can explore other sections covering permissible background checks in the Gambia, the onboarding process and employment agreements, salary levels and factors affecting them, worker rights guaranteed by Gambian labor laws, and the types of benefits and compensation employees are entitled to.

The Gambia at a Glance

• Population: 2,841,803 (2024)
• Currency: Dalasi (GMD)
• Capital city: Banjul
• Languages spoken: English, Arabic, and French‍
• Gross Domestic Product (GDP): USD $10 billion (2024 estimate)
  

Hire Employees in The Gambia

When it comes to hiring employees in the Gambia, many options are available. 

You may either set up an entity or use an employer of record platform, like Skuad.

To spread the word about jobs, companies can advertise open positions on various platforms.

Popular websites where companies post job openings include the following: 

• ‍Access Gambia: The site has a list of employment websites in the country.‍
• Career Jet: The website has a special search option for employment in the Gambia.‍
• Overseas Jobs, LinkedIn, and Go Abroad: These websites are used to find employees from foreign countries for your company.
• When hiring an ex-pat, the company needs to ensure that the employee has a valid ID card and a residency permit. Oral or written contracts are made to hire employees in the Gambia. The contracts should include,
• Compensation
• Overtime Pay
• Leaves information
• Benefits
• Working hours
• Termination requirements

Hiring employees in the Gambia may be difficult due to the time-consuming, detail-oriented process. Knowledge of the local laws and language is crucial.

However, you do not need to worry about compliance, as Skuad’s EOR solution for the Gambia can find, recruit, and onboard suitable talent for your organization. 

Talk to Skuad experts to learn more.

Incorporating your company in Gambia

To set up a subsidiary, you need to decide what kind of entity would be better for your business. A subsidiary can be an organization, partnership, limited liability company (LLC), or association based on the Gambia subsidiary laws.

There are different subsidiary laws in the different parts of the Gambia.

Suppose you are not well informed about the regions in the Gambia. 

In that case, you can get help from a lawyer or consultant and familiarize yourself with the laws, legalities, and processes for expansion. 

To operate freely and flexibly in the Gambia, it may be best to set up an LLC as a subsidiary.

Advantages of establishing an entity in Gambia

• To encourage foreign investment, you can fully take advantage of Gambian government incentives, such as tax holidays and exemptions.
• The presence of free trade zones provides favorable conditions for businesses seeking to export their products or establish manufacturing facilities.
• Gambia's Islamic banking institutions offer Sharia-compliant financial services, which can be advantageous for businesses that adhere to Islamic principles or cater to a Muslim clientele.

Disadvantages of establishing an entity in Gambia

• The infrastructure, particularly in rural areas, may still pose challenges.
• While generally stable, the security situation can fluctuate, and businesses need to be aware of potential risks.
• The Gambian dalasi can be subject to fluctuations, which can impact business operations.

Steps for setting up a subsidiary in the Gambia

• Hire a legal professional to prepare the memorandum and articles of association.
• Get the tax identification number.
• Complete the business registration forms.
• Apply and open a local bank account
• Pay for business registration and deposit minimum income tax.
• Notarize the forms included in the company’s activities by the notary public or commissioner of oath.
• Obtain a certificate of incorporation from the Registrar of Companies at the Ministry of Justice in Banjul.

Forming a company is a difficult task that requires one to be well-versed in local laws and regulations. 

Incorporating a holding company in the Gambia is even more difficult. No matter which company you set up, endless formalities need to be completed. 

Instead, companies can use Skuad’s EOR solution to form a subsidiary in the Gambia. It will simplify the process so that you can focus on business expansion and strategizing. 

EOR solution in The Gambia

The Employers of Record (EOR) model is a smart solution for companies seeking to enter and expand in Gambia fast and agilely. 

With the help of Skuad's Employer of Record solution, business entities abroad can quickly source and hire the right professionals as per the organization's requirements. 

Hired employees get onboard seamlessly, helping your business save up a huge percentage of hiring and onboarding costs. 

Skuad’s End-to-end solutions help manage employment contracts, process payroll and income tax, blend statutory benefits, and manage the overall administration of the backend HR processes. 

Skuad EOR solution works as a unified employment platform with automated workflows, digital signatures, employee payroll, contractor payout, and all types of compliance solutions. Book a demo today.

Outsourcing employment through an Employer of Record in Gambia

Many businesses use outsourcing services such as EOR solutions to hire employees in a new country. 

This is because navigating the local laws, ensuring compliance, communicating with authorities in the local language, and playing within the boundaries of the country’s culture is not easy. 

Skuad’s integrated, tech-enabled HR platform and expertise in providing HR assistance in more than 150 countries is the answer to your expansion goals.

We can offer tailor-made EOR solutions for all your expansion needs in the Gambia. To avail yourself of our services, speak to Skuad experts today.

Onboarding & Agreements Under Employment Laws in Gambia

You can set up a formal onboarding process for new hires and integrate them into the company culture and work environment. 

This process involves providing necessary information, training, and support to ensure their success.

How to successfully onboard employees in Gambia

• Start with a warm welcome to make new team members feel valued from day one.
• Clearly outline expectations in their role to provide a roadmap and reduce anxiety.
• Pair them with a buddy or mentor for support and guidance as they settle in.
• Schedule regular check-ins to see how they're doing and offer assistance.
• Foster an environment where asking questions is encouraged, helping them feel comfortable.
• Celebrate small achievements to boost morale and motivate them in their new role.

Types of employment agreements in The Gambia

Drafting an employment agreement is a prerequisite to onboarding new hires. You can draft the following agreements based on the worker classification: 

• Employment Contract: A formal written agreement that outlines the terms and conditions of employment, including job duties, salary, benefits, and termination procedures.
• Collective Bargaining Agreement: An agreement negotiated between an employer and a trade union that sets forth the terms and conditions of employment for a group of employees.
• Probationary Contract: A temporary contract that allows the employer to evaluate the employee's suitability for the job during a specified period.

Onboarding Checklist

• Send a warm welcome email to introduce new employees to the team and share key info for their first day.
• You can schedule an orientation to go over company values, culture, and policies.
• Give a clear overview of their role, including goals and responsibilities.
• Share important documents and resources, like handbooks and training materials.
• Schedule follow-up meetings during their first few weeks to check how they’re doing.
• Encourage them to share their thoughts about the onboarding experience.
• Celebrate their first week or month with a small shout-out to boost their confidence.

Gambia Tax System for Employment

To manage payroll and taxes while expanding in the Gambia, it is prudent to partner with an EOR service. 

Skuad’s Gambia EOR solution can take care of all HR-related tasks for you while ensuring compliance with the local laws, including those covering Gambia tax laws. 

Here is a summary of the types of taxes in the Gambia that you must comply with when hiring in the country: 

To learn more, get in touch with Skuad experts.

Compliance Requirements Under Laws of Gambia

Expansion in Gambia requires your compliance with various legal and regulatory requirements. Failure to comply with these laws can result in penalties, fines, or even business closure. Here are some key compliance areas:  

Employment laws in Gambia

While trying to set up and scale up your business in the Gambia, companies need to be familiar with the employment contract, labor laws, and regulations related to hiring local citizens or foreign nationals mentioned in the Employment and Labor Law. 

Also, your organization must decide whether you need a separate internal team to hire employees (an HR department) or take help from a global EOR service that assists in hiring employees.

Contractors vs. full-time employees

An employee hired as a full-time worker dedicates work hours to the project. They use the company’s resources to complete the project and have a fixed income. Such employees receive several benefits and manage organizational day-to-day activities.

A contract-based worker is engaged in freelance work and hired when there is a specific project requirement. Such workers have a flexible work schedule and work until the project is completed. They do not receive any benefits from the company when hired for fixed-term work. A contractor needs to pay their own taxes.

Hiring a full-time employee comes with several advantages. Full-time employees are eligible for many benefits apart from compensation, whereas contractors have no such facilities. Paying and managing a full-time employee is 30% cheaper and saves a lot of money. A full-time employee shows loyalty, which reduces potential legal and business risks.

However, hiring contractors can also be advantageous. Contractors work fairly independently and do not require close supervision. They have specialized knowledge that full-time employees may not possess. Further, they are flexible and can easily accommodate taxing project requirements. 

A company looking to expand in the Gambia needs to consider all the factors related to employing full-time and contract-based employees and decide which worker best suits its business needs. 

Whether your company requires contractors or full-time employees, Skuad’s EOR solution for the Gambia can take care of all your hiring needs. To know more, book a demo with Skuad experts.

Fines/Penalties for non-compliance

In the Gambia, you can face fines and penalties for non-compliance with laws and regulations: 

• A company and its directors can be fined up to 5,000 dalasis if they fail to notify about all their physical addresses. 
• You can face penalties for non-compliance with tax laws, including failure to calculate and remit contributions to SSHFC and tax withholdings on time. 
• Failure to renew a license within the specified time frame can revoke it and prevent it from operating. 
• Non-compliance can harm a business's reputation with customers and stakeholders. 
• Penalties for worker misclassification in Gambia are huge. 

IP protection 

The Gambia is a member of the African Regional Intellectual Property Organization (ARIPO) and the World Intellectual Property Organization (WIPO). It has also acceded to the Paris Convention, Berne Convention, Patent Cooperation Treaty (PCT), and Madrid Protocol.

Under it, the Gambia offers IP protection, extending to employment and contractual relationships, for the following:

• Trademarks, including national, regional, and international
• Patents, including national and regional
• Utility models, including national and regional
• Industrial designs, including national and regional
• Layout designs of integrated circuits, including national
• Copyright and neighboring rights, including national

Types of visas in The Gambia

The visa requirements differ for foreign nationals who wish to visit the country, work in it, or stay there for the long term. Foreigners who want to live in the country for a long time need to apply for a residence permit.

The steps for applying for a work visa in the Gambia are as follows:‍

1. Submit a work permit application to the Gambia Embassy in your own country.
2. After the application is submitted to the Embassy, wait for their approval.
3. The applicant can travel to the country once the Gambia officials issue the permit.
4. When they arrive in the Gambia, the foreign national needs to visit the local police station and get a new ID card to work and live in the country.

The documents required for a visa are, 

• A signed passport with two blank pages and validity for six months.
• An application form that is completed and signed
• Recent passport-size photograph
• Letter of responsibility from the employer stating the purpose of the visit, financial support, business references

Talk to us and get more information and guidance related to types of visas and work visa requirements in the Gambia. Skuad can handle all your visa requirements and ensure the expansion process is not delayed.

Work permit in The Gambia

An employee from a foreign country willing to work for a company in the Gambia needs a work visa. Foreign nationals must apply for a residence visa if they wish to stay in the country for a long time. Usually, an employer arranges for a work visa for the employees.

Securing work permits is an essential task of Skuad’s EOR services. Partner with us today to expedite your expansion in the Gambia. To learn more, book a demo.

Gambia Payroll Requirements

How to pay employees in the Gambia

To pay payroll in the Gambia, start by getting to know the local labor laws about wages, taxes, and employee benefits. 

Set up a reliable payroll system to help you calculate each employee's gross pay and the necessary deductions for taxes and social security. 

Next, you need to gather the relevant information from your team, like their IDs and banking details, so you can make payments easily, whether through direct deposit or checks.

Finally, keep accurate records of all transactions and make sure to file tax returns on time to stay compliant and avoid any penalties.

Best ways to pay employees in the Gambia

If your company wants to set up payroll in the Gambia, they need to establish a subsidiary first. Setting up a subsidiary gives you the flexibility and freedom to work in the Gambia. 

A physical entity is a prerequisite for setting up a payroll, onboarding employees, and more.

A company setting up its own payroll may take months, but with the help of a local payroll provider, it can be done within days. The Gambia has four options for setting up payroll.

• ‍Internal: An internal payroll is a good option for paying all the employees under one roof. An expert and more staff in the HR department are needed to ensure the company stays compliant.‍
• Remote: In a remote payroll system, the employees in the Gambia are added to the parent company’s payroll located in another country. The company needs to ensure the correct tax laws and the right salary is paid to the employees based on their country of employment.‍
• Outsourcing locally: A local payroll processing company in the Gambia is selected to outsource the payroll task. Since the local company cannot act as an EOR service, your company still needs to manage compliance.‍
• Outsourcing with a global EOR service: A company can choose a global EOR service to manage its payroll tasks. The EOR company becomes the parent company's legal entity and is held responsible for any compliance issues.

Salary considerations in Gambia

The average salary in The Gambia is around 192,000 GMD per year, or about $2,824.57. 

However, salaries can vary significantly depending on the job role and sector. You can benchmark salaries for your employees in Gambia using our salary insights tool.

Benefits & Compensation Per Employment Laws in Gambia

The Gambia provides a universal healthcare insurance scheme.

However, you can offer additional benefits to attract and retain skilled employees.  

These benefits can vary widely depending on the company size, industry, and negotiation. Some common examples include:

• Life Insurance: Some companies may offer life insurance plans.
• Pension Plans: Some companies may offer supplemental pension plans beyond social security.
• Transportation Allowances: Companies may sometimes provide transportation allowances or even company vehicles.
• Housing Allowances: Housing allowances may be offered to offset housing costs, especially in urban areas.
• Performance Bonuses: Bonuses are based on achieving specific performance targets.
• Training and Development: Opportunities for employees to develop their skills and advance their careers.

Worker Rights Per Employment Laws in Gambia

The Labour Act 2007 governs employment rights in The Gambia. Some key worker rights under this law include:

To learn more about the Gambia’s employment policies and ensure your expansion efforts fall within the legal requirements, book a demo with Skuad experts today. 

We can meet all your human resource (HR) needs while complying with local laws.

Remote & Hybrid Work in the Gambia

Gambia's legal framework doesn't explicitly address remote work arrangements, but you can frame your remote and hybrid work policy to comply with the Labour Act 2007. 

Here are some things to consider when establishing a remote and hybrid work policy in Gambia: 

• Define remote and hybrid work, eligibility criteria, and expectations.
• Specify equipment provision and reimbursement.
• Establish core working hours and time-tracking methods.
• Ensure equal treatment for remote workers.
• Set relevant metrics and review processes.
• Address ergonomics and mental health concerns.
• Protect sensitive data and implement secure remote access.
• Regularly review and update the policy.

Moreover, you can go through the remote work readiness checklist to stay ahead and comply with the laws of The Gambia!

Technology Requirements

• Businesses in Gambia need reliable internet and communication tools to provide remote work processes.
• Employees should have computers and software that support productivity and teamwork.
• Cybersecurity measures are important to protect sensitive information.
• Training employees on technology use helps improve efficiency.

Infrastructure Requirements

• Adequate infrastructure is essential for business operations in Gambia.
• This includes reliable power supply and good transportation networks.
• Access to services like water and waste management is also necessary.
• Facilities must meet safety standards to ensure a healthy work environment.

Leave Policy Per Employment Laws in Gambia

Employees in the Gambia are entitled to the following paid public holidays.

• New Year’s Day
• Independence Day
• Good Friday
• Easter Monday
• Labor Day
• Laylat al-Qadr
• Eid al-Fitr
• Africa Day
• Revolution Day
• Eid al-Adha
• Assumption Day
• Ashura
• Prophet’s Birthday
• Christmas

Permissible Gambia Background Checks

The Gambia does not have specific laws or regulations explicitly addressing background checks for employment purposes. However, you may conduct background checks as part of your hiring process, complying with data protection and privacy regulations.

The common types of Gambia background checks include:

• Criminal Record Checks: Verifying if the applicant has a criminal record.
• Credit Checks: Assessing the applicant's financial history.
• Reference Checks: Contact previous employers or references to verify the applicant's work history and character.
• Education Verification: Confirming the applicant's educational qualifications.
• Social Media Checks: Review the applicant's social media profiles for any information that may be relevant to the job.
  

Termination & Offboarding Under Labor Laws of The Gambia

The termination of employment in The Gambia is governed by the Labour Act 2007 and any applicable collective bargaining agreements. Let’s discuss the major provisions in detail: 

Probation Period

There is no specific mention of the probation period for a new employee in the Gambian employment laws. 

However, for skilled workers, the probationary period in the Gambia cannot be more than 12 months.

Termination of Services

• Fixed-term employment is terminated at the end of the contract period.
• Either the employee or employer can terminate the employment on mutual agreement from service in the case of indefinite contracts.
• An employee can be terminated for severe misconduct before the contract expires without a notice period.

Offboarding an employee in The Gambia

Offboarding an employee in The Gambia involves adhering to contractual terms and local laws, conducting a thorough exit interview, ensuring a smooth handover of tasks and responsibilities, returning company property, processing final pay and benefits, obtaining necessary clearances, and issuing a termination letter. 

You can refer to our blog to find out if you are offboarding employees the right way. 

It's crucial to comply with local labor regulations throughout the process and consider additional factors such as offering EAP services, reviewing non-compete agreements, and providing references when appropriate. 

To ensure your expansion endeavors adhere to the laws regarding probation and termination in the Gambia, talk to Skuad experts and book a demo today.

Gambia Culture Considerations

Once you have conquered the hiring challenge, you must adopt the business culture of The Gambia for a successful experience: 

• The majority of Gambian culture is Islamic, with about 96.4% Muslim population and 3.5% Christians. 
• However, with globalization, there are European influences in areas such as language, education, and legal systems. 
• Moreover, The Gambia has a rich African heritage, with a strong emphasis on family, community, and respect for elders.

Understanding local cultural norms and preferences is essential for successful business interactions and integration within the community.

Professional Employer Organization (PEO)

A professional employee organization (PEO) in the Gambia works according to the labor laws and regulations and hires employees in a matter of days. 

Under a PEO, an employee for your company fulfills all the in-country requirements. 

A PEO handles HR services, compliance management, and tax, reducing the company's burden and letting you focus on your business goals. 

A PEO expert also helps set up a payroll, manage employee contracts and expenses, and disburse market norm benefits.

Although a PEO is similar to an EOR firm, there are two key differences:

• EOR companies become the legal employers of employees instead of the co-employers. An EOR firm has all the liabilities and responsibilities of the employees. A PEO retains your organization as the legal employer. 
• With EOR solutions, the employees are covered under the insurance plan of the EOR firm. With a PEO, you will have to opt for a plan by yourself. 
• With an EOR firm, you need not register your company in the country. You can have employees in the country without setting up an entity. The same is not true for a PEO. 

Skuad's EOR solution is a good way to expand your business in Gambia without setting up a separate entity. 

Our solutions help you stay focused on your business and leave all business compliances, payroll processing, and complete management work to us. Connect with Skuad to learn more.

Conclusion: What Gives Skuad’s Gambia Solutions an Edge?

The above information about Gambia EOR services contains all the details a foreign national needs to know about the country for expansion. In the Gambia, it can be time-consuming and expensive to establish a physical entity. 

With Skuad, you can expedite your expansion plans. We will help minimize the complexity and cost of doing business in the Gambia. 

We can take care of all HR tasks for you, including recruitment, hiring, onboarding, payroll, taxation, probation, termination, visa, work permits, and setting up a subsidiary. 

All our operations are conducted on our high-tech, unified HR platform with the help of our highly skilled industry experts, who ensure compliance with the local laws every step of the way.

Partner with Skaud experts today to advance your expansion endeavors in the Gambia. Book a demo with us to know more.

FAQs

1) What is an employer of record in Gambia?

An EOR in Gambia allows foreign companies to hire employees without creating a local entity. The EOR manages payroll, taxes, and benefits while ensuring compliance with Gambian labor laws.

2) How do I choose an employer of record in Gambia?

When selecting an EOR in The Gambia, consider the provider's experience in The Gambia, compliance expertise, service offerings in The Gambia, and client testimonials. The cost of EOR in Gambia will vary based on the number of employees and services you desire. 

3) What is the best employer of record in Gambia?

The best EOR depends on your needs, including local expertise and service quality. Leading providers include Skuad, Multiplier, Deel, Globalization Partners, and Papaya Global.

4) How much does an EOR cost in Gambia?

An EOR cost in the Republic of the Gambia varies on factors like the number of employees, the specific services required, and the Gambia EOR provider's pricing structure. In most cases, EOR fees are calculated based on a percentage of the employee's gross salary. 

5) What is the difference between an employer of record and a PEO?

You can outsource your global HR management to services like an Employer of Record (EOR) and a Professional Employer Organization (PEO). However, they differ in how they manage your workforce in foreign jurisdictions. 

While an EOR acts as the legal employer of record, handling all HR and payroll functions on behalf of the client company, a PEO, co-employs the workers with your company, sharing joint liability for employment-related obligations. More companies prefer EOR services for cost savings. 

6) What are the benefits of an EOR?

An EOR simplifies global hiring by managing payroll tax Gambia, tax compliance as per Gambia tax authority, and employee benefits while allowing companies to focus on operations without a local entity.