
HR at a Glance in Burkina Faso

Ouagadougou
Burkina Faso, a landlocked country nestled in the heart of West Africa, exudes resilience and cultural richness. From its vibrant capital city of Ouagadougou to its expansive savannahs and bustling marketplaces, Burkina Faso offers a tapestry of experiences. With a population exceeding 20 million people, the nation is characterized by its diverse ethnic groups, including the Mossi, Fulani, and Bobo. Its economy, primarily reliant on agriculture and mining, is bolstered by the resilience and ingenuity of its people.
Burkina Faso is bordered by six countries; Mali: to the north and northwest; Niger: to the east; Benin: to the southeast; Togo: to the south; Ghana: to the south; Ivory Coast (Côte d’Ivoire): to the southwest. Burkina Faso covers an area of approximately 274,200 square kilometres (105,900 square miles), making it one of the larger countries in West Africa in terms of land area.
Burkina Faso has a tropical climate with distinct wet and dry seasons. The rainy season typically lasts from May to October, characterized by high temperatures and heavy rainfall. The dry season occurs from November to April, with cooler temperatures and minimal rainfall. The northern regions of Burkina Faso experience a semi-arid climate, while the southern regions have a more humid climate.
Burkina Faso’s culture is a vibrant mosaic woven from the diverse traditions, languages, and ethnic groups that inhabit this West African nation. At its heart lies a deep sense of community, respect for tradition, and celebration of life’s rhythms. urkina Faso’s cultural festivals, traditional music, and vibrant art scene showcase its rich heritage and enduring spirit. As a crossroads of West Africa, Burkina Faso invites visitors to explore its diverse landscapes, vibrant cultures, and resilient communities, offering a glimpse into the soul of the continent.
The majority of the population in Burkina Faso practices Islam, followed by Christianity (both Catholicism and Protestantism). Traditional indigenous beliefs also have a significant presence, particularly among rural communities.
French is the official language of Burkina Faso, inherited from its colonial history. However, there are also more than 60 indigenous languages spoken throughout the country, with Mossi being the most widely spoken.
The key legal frameworks governing employment relationships in Burkina Faso include:
Burkina Faso permits both oral and written employment contracts. However, in practice, contracts can only be registered if they are in writing, as per the country’s laws that mandate the registration of all employment contracts. Additionally, employment contracts must be written in French for them to be legally binding and registered.
If an employment contract is for a fixed term, it must be in writing. If it is not in writing, it will be deemed to be for an indefinite period.
In Burkina Faso, it is against the law to hire contract workers for permanent positions. A fixed-term contract is an agreement with a predetermined duration that is mutually agreed upon by both parties. This type of contract also applies to projects or tasks with a duration that cannot be precisely estimated in advance.
A fixed-term contract must be in writing and cannot exceed two years, including any renewals. Renewals are limited to one-time only. However, a fixed-term contract related to a particular project is not subject to the maximum two-year term, but it cannot be renewed.
An employee cannot be hired twice on a fixed-term basis with the same employer. If a fixed-term contract is renewed more than once or by mutual agreement, it will be considered as an indefinite contract.
If a fixed-term contract lasts for more than three months, the employer is required to register it with the local labor and social security inspectorate before its execution.
In Burkina Faso, the maximum working hour schedule is eight hours per day and 40 hours per week. Employees are entitled to 24 consecutive hours of rest every week. According to the law, Sunday is the mandatory weekly rest day for all employees.
If an employee is required to work on a weekend, they are entitled to a compensatory holiday. However, he or she must waive the right to overtime pay in order to receive the holiday.
Either the employer or employee may end the employment contract by giving written notice or payment in lieu of notice.
The notice period for executive and similar employees is three months, while for non-executive employees, it varies from eight days to one month, depending on their length of service:
A pregnant or breastfeeding employee may terminate the employment contract at any time without notice and without compensation.
The law does not prohibit employers from conducting background checks, such as criminal records or medical history.
Medical check-ups are mandated by law. It must take place within three months of the employee’s probation period.
The law does not prohibit employment contracts from specifying non-competition covenants.
For permanent contracts, an employee who has been employed for at least one year and has not committed major misconduct is eligible for severance pay in the event of termination.
The maximum length of probation is six months, including renewal.
For employees paid by the month, the probation period is as follows:
For workers paid by hours, the probation period is eight days and is renewable once.
To terminate a permanent contract, the employer must provide the employee with written notice stating the grounds or pay compensation instead. Severance pay is mandatory under the law. However, if there is severe negligence, the employer may terminate the contract without notice. A court will evaluate the severity of the fault. The employer has the burden of proving the validity of the reason for termination in case of a dispute. Additionally, unfair dismissal may result in a damages penalty on top of the termination indemnity.
Dismissal of an employee on maternity leave is not allowed. For workers’ representatives, approval from the Labor Inspector is necessary before dismissal.
In the case of a fixed-term contract, termination before the term is only possible in the case of severe negligence, written agreement by both parties or force majeure.
The handling of personal data in Burkina Faso is regulated by the Data Protection Act, which aims to safeguard the privacy of individuals and regulate the flow of personal data. To process personal data lawfully, the individual to whom the data pertains must give their consent.
Either the employer or employee may end the employment contract by giving written notice or payment in lieu of notice.
The notice period for executive and similar employees is three months, while for non-executive employees, it varies from eight days to one month, depending on their length of service:
Visas
Burkina Faso allows most African nationals to enter without a visa for stays up to 90 days. Nationals from several European and North American countries can also obtain a visa upon arrival for stays up to 90 days. For longer stays or certain types of travel like work or study, a visa is required. Burkina Faso offers various types of visas such as tourist, business, and student visas.
Work Permits
Foreign nationals who plan to work in Burkina Faso need a work permit, which can also be called a “work authorization.” This policy aims to protect the local workforce and ensure that Senegalese nationals are not losing job opportunities to foreign nationals.
Foreign nationals can only obtain a work permit in Burkina Faso if they receive an employment offer from a Burkinabé company. The employer must then apply for the work permit on behalf of the foreign national and provide various documents, including the foreign national’s passport, employment verification, and medical certificate. The employer must also prove that they have made reasonable efforts to hire a Senegalese national for the job.
If approved, the work permit is valid for up to one year and is renewable. The work permit only allows the foreign national to work for the employer who sponsored their application and does not permit them to switch employers without obtaining a new work permit.
Occasion | Date | |
---|---|---|
1. | New Year’s Day | 01.Jan |
2. | Independence Day | 04.Apr |
3. | Easter Monday | 10.Apr |
4. | Eid al-Fitr | 21.Apr |
5. | Labor Day | 01.May |
6. | Ascension Day | 18.May |
7. | Whit Monday | 29.May |
8. | Tabaski | 28.Jun |
9. | Assumption Day | 15.Aug |
10. | Magal de Touba | 03.Sep |
11. | Prophet Muhammad’s Birthday | 27.Sep |
12. | All Saints’ Day | 01.Nov |
13. | Christmas Day | 25.Dec |
An employee’s salary cannot be lower than the national minimum wage and must be paid in the local currency, and payment must be made in all situations, except in cases of force majeure during employment.
The payment must be made at regular intervals that do not exceed 15 days for daily or weekly employees and one month for fortnightly or monthly employees.
For monthly payments, payment must be made within eight days of the end of the month in which the qualifying work occurred.
Although there are no specific legal requirements, it is recommended that employees receive payslips detailing their salaries, deductions, etc.
Upon completing 12 months of service, an employee is entitled to 24 days of paid annual leave, which increases proportionally with service length as specified by collective agreements. Female employees are entitled to an additional day of annual leave for each child under 14.
Annual leave can be accrued over a maximum of three years, but employees must use at least six days per year. Compensation in lieu of annual leave is prohibited, except in the case of contract termination.
Employees are entitled to at least five days of paid sick leave. Employees under the Inter-professional collective agreement are entitled to longer sick leaves based on their years of service with the employer:
After completing six months of service, an employee in Burkina Faso can take a maximum of 15 days of absence or permission leave with full pay per year. If this limit is exceeded, the employer may deduct these days from the employee’s annual leave entitlement. The absence leave cannot be carried over from year to year.
Maternity Leave
Female employees in Burkina Faso have the right to 14 weeks (98 days) of maternity leave, which includes eight weeks of postnatal leave. This leave can be extended by three weeks if a medically verified illness results from pregnancy or confinement.
The maternity allowance is calculated based on the employee’s full daily wage from their most recent paycheck and is paid by the government. Additionally, female employees are entitled to a one-hour paid nursing break for breastfeeding their children until they reach 15 months of age.
Paternity Leave
Under the Inter-professional collective agreement, male employees are entitled to one day of paid paternity leave.
Burkina Faso usually celebrates 14 national holidays annually. The government may add one-time holiday events throughout the year.
Taxable Annual Income (XOF) | Tax Rate (%) |
---|---|
0 – 630,000 | 0 |
630,001 – 1,500,000 | 20 |
1,500,001 – 4,000,000 | 30 |
4,000,001 – 8,000,000 | 35 |
8,000,001 – 13,500,000 | 37 |
13,500,001 – 50,000,000 | 40 |
50,000,001 and above | 43 |
Taxable Annual Income (XOF) | Minimum Personal Income Tax (XOF) |
---|---|
0 – 599,999 | 900 |
600,000 – 999,999 | 3,600 |
1,000,000 – 1,999,999 | 4,800 |
2,000,000 – 6,999,999 | 12,000 |
7,000,000 – 11,999,999 | 18,000 |
12,000,000 and above | 36,000 |
In Burkina Faso, social security contributions are the sole responsibility of the employer. The applicable rate for industrial accident/occupational disease is determined by the Social Security Office upon registration. The applicable rate is indicated in the related certificate.
Scheme | Employer Contribution (%) | Monthly Salary Cap (XOF) |
---|---|---|
Family Allowances (Prestations familiales) | 7.00 | 63,000 |
Work accident/occupational disease (Accidents du travail) | 1.00/3.00/5.00 | 63,000 |
Employee Category | Employer Contribution (%) | Employee Contribution (%) | Monthly Salary Cap (XOF) |
---|---|---|---|
Retirement Fund-General (Pension – Regime General) | 8.4 | 5.6 | 432,000 |
Retirement Fund-General (Pension – Regime Cadre/Executive) | 3.6 | 2.4 | 1,296,000 |