Employment Law in the Central African Republic

Contracts

In the Central African Republic, employment contracts can be fixed-term or permanent, depending on the nature of the job and the agreement between the employer and employee. Permanent employment contracts typically include benefits such as contributions to the National Social Security Fund (CNSS), paid annual leave, sick leave, and maternity leave. Fixed-term employees are entitled to similar benefits as permanent employees, especially when their roles mirror those of permanent staff. The Central African Republic also has apprenticeship contracts, mainly for training, which are governed by national labor regulations.

Termination and notice periods

In the Central African Republic, labor laws generally require a written notice for termination, with periods varying based on the type of contract and employee category: eight days for manual workers, one month for non-manual employees, and three months for executives. In most cases, terminated employees are entitled to a warning and a fair hearing. Just cause for a dismissal includes the following: 

• Economic redundancy
• Incapacity to perform duties
• Habitual negligence of duty
• Fraud or theft
• Insubordination
• Prolonged illness

Employees with at least two years of service may be entitled to severance pay, calculated as a percentage of the average monthly salary for each year of service, with rates increasing based on tenure. Employees who resign after two years of service may receive a prorated portion of the severance, depending on their total years of service. As your Employer of Record (EOR) in the Central African Republic, we can assist you in managing employee terminations by providing legal guidance and a personalized process to ensure compliance with labor laws and minimize legal risks.

Probation periods

In the Central African Republic, probation periods are defined by national labor regulations, typically set at thirty days for general workers, and up to one hundred and eighty days for supervisory roles, with similar provisions applicable in public sector employment, as stipulated in the Labor Code.

Working hours and overtime

In the Central African Republic, the standard working week is generally set at 40 hours, distributed over five or six days, with a legal maximum of eight hours per day and 40 hours per week. Employees are entitled to a rest period of not less than 30 minutes after five consecutive hours of work and at least one full day off per week, typically Sunday. 

Any work beyond the standard working time is considered overtime. Central African Republic labor law mandates that overtime must be compensated at rates stipulated by collective agreements or sector-specific regulations. Overtime is applicable for hours worked beyond eight per day or 40 per week, and for work performed on rest days and public holidays.

Taxes

In the Central African Republic, withholding tax is known as Personal Income Tax (PIT) and is deducted by employers before paying salaries to employees. Employers must deduct PIT from employee salaries based on applicable income tax brackets and submit it to the tax authorities.

Employer payroll contributions

The Central African Republic’s social security system requires employer contributions that are dependent on the total number of employees, and these contributions cover pensions, medical care, disability insurance, and gratuity payments. In addition, workers’ compensation is financed by contributions from state governments, employers, and employees.