Guide to employment, payroll and benefits in


Rivermate offers complete payroll, benefits and compliance services for


01. Overview

Last updated: 

August 19, 2021

Burundian Franc
Ease of doing business
GDP growth

02. Grow your team in


with Rivermate

Payroll, benefits, taxes, and compliance can be difficult to manage in


, particularly if you don't have established local relationships. You can hire employees in


effectively, conveniently, and in full compliance with all relevant labor laws using Rivermate's global employment solution. We handle the responsibilities and legal risks associated with foreign employment so you can concentrate on growing your company.

03. Summary

Burundi, officially the Republic of Burundi, is a landlocked nation in the Great Rift Valley, where the Great Lakes region of Africa and East Africa meet. It is bordered on the north by Rwanda, on the east and southeast by Tanzania, and on the west by the Democratic Republic of Congo, with Lake Tanganyika forming part of the southwestern boundary. The capital cities are Gitega and Bujumbura. Burundi has been inhabited for at least 500 years by the Twa, Hutu, and Tutsi peoples. Burundi was an autonomous kingdom for more than 200 years, until Germany colonized the area at the turn of the twentieth century. Following Germany's defeat in World War I, the area was ceded to Belgium. As part of the Ruanda-Urundi European colony, Germans and Belgians controlled Burundi and Rwanda. Until the time of European colonization, Burundi and Rwanda had never been united. Burundi became independent in 1962 and had a monarchy at the time, but a series of assassinations, coups, and a general atmosphere of regional turmoil led to the creation of a republic and one-party state in 1966. Hundreds of thousands of people died as a result of ethnic cleansing and two civil wars and genocides in the 1970s and 1990s, which left the economy undeveloped and the population among the poorest in the world. When their plane was shot down in April 1994, the presidents of Rwanda and Burundi, both Hutus, died together. Large-scale political strife erupted in 2015, with President Pierre Nkurunziza opting for a third term in office, a coup attempt failing, and the country's parliamentary and presidential elections being widely criticized by foreign observers. Burundi's political structure is a presidential parliamentary democratic republic with a multi-party system as its sovereign state. Burundi's President is both the head of state and the head of government. Burundi officially has 21 registered political parties. Pierre Buyoya, the leader of the Tutsi coup, formed a constitution on March 13, 1992, that provided for a multi-party political process and reflected multi-party competition. Six years later, on June 6, 1998, the constitution was amended, raising the number of seats in the National Assembly and adding two vice-presidents. Burundi formed a transitional government in 2000 as a result of the Arusha Accord. Burundi told the United Nations in October 2016 that it intended to withdraw from the International Criminal Court. Burundi is now largely a rural country, with just 13.4% of the population living in cities in 2019. It has the second highest population density in Sub-Saharan Africa, at about 315 people per square kilometer. Approximately 85% of the population is Hutu, 15% is Tutsi, and less than 1% is indigenous Twa. Burundi's official languages are Kirundi and French, with Kirundi being recognized as the country's sole language.

04. Public holidays

05. Types of leave

Paid time off

Public holidays

Sick days

Maternity leave

Paternity leave

Parental leave

Other leave

06. Employment termination

Termination process

You or your employee may cancel the contract without notice within the first month of the probationary period. After the first month, but while the probationary period is still in effect, any party may cancel the employment agreement by giving the other three days' notice.

Notice period

Employers must provide notice of termination based on the employee's length of service beyond the probationary period under indefinite contracts. Prior to termination, employees with less than three years of service are entitled to one month's notice. Employees with three to five years of service are entitled to 1.5 months' notice. Employees with more than 10 years of service are entitled to two months' notice. Three months' notice is required for employees with more than ten years of service.

Severance pay

According to the Labour Code, any worker who is not a daily worker or a probationary worker is entitled to a dismissal payment if he or she is dismissed without gross misconduct. The amount of this severance is determined by collective bargaining or individual employment contracts. Severance compensation at the following rate is applicable to individual dismissals. For employees with less than three years of service, severance pay equals half of the average monthly cash salary plus, if applicable, the average monthly legal value of the benefits in kind, including, if applicable, housing, to which the employee was entitled at the time of dismissal. Severance pay is double the amount paid to an employee terminated after three years of service if the seniority of service is between three and five years. Severance pay is four times the amount granted for an employee terminated after three years of employment if this employee has a seniority of service of 5 to 10 years. Severance pay is six times the amount paid to an employee terminated after three years of employment if the employee has a seniority of service greater than ten years.

Probation period

When an employee is hired, the employer may require a probationary period to assist the employee in acquiring the necessary skills and to allow the employer to assess the employee's suitability for the role. The probationary period should not exceed six months. Employers are not permitted to hire a worker on a fixed-term contract to fill a permanent position. If an employee continues to work for the company after the expiration of a fixed-term contract, the relationship becomes indefinite.

07. Working hours


Typically, an employee should work no more than eight hours per day and no more than forty hours per week. On specific days, hours may exceed or fall below eight up to ten hours per day for shift work and a maximum of 45 hours per week.


In exceptional circumstances, such as when the workload is unusually high, the employer may add up to 15 additional hours of work per week. The annual cap for overtime is 150 hours.

08. Minimum wage


Employers are required to pay employees a minimum wage equal to the country's minimum wage in order to cover their living expenses and family needs. The legal minimum wage, on the other hand, has not been updated in several decades and is far too low to be practical. Rather than that, it is customary to set a salary in accordance with market standards, regional economic conditions, and the current cost of living. Salary should be agreed upon or determined by the Minister of Public Services, Labor, and Employment.

After determining the appropriate wage and incorporating it into the employment contract, the employer must adhere to a consistent payment schedule, paying employees on a daily, weekly, fortnightly, or monthly basis.

09. Employee benefits


Employers must contribute 6% of each employee's earnings to social security, with an additional 3% for hazardous jobs. It is also their job to connect employees with maternity and health insurance providers.

Supplemental bonuses are not required, but companies might include additional prizes and other advantages to build an appealing package for prospective employees in the region. Consider granting more paid time off, extended maternity or paternity leave, or a year-end bonus.

10. Why Rivermate as your Employer of Record / PEO?

Establishing an entity in


to hire a team takes time, money, and effort. The labor law in


has strong worker employment protection, requiring great attention to details and a thorough awareness of local best practices. Rivermate makes expanding into


simple and effortless. We can assist you with hiring your preferred talent, managing HR and payroll, and ensuring compliance with local legislation without the hassle of establishing a foreign branch office or subsidiary. Our PEO and Global Employer of Record solutions in


give you peace of mind so you can focus on running your business.

Please contact us if you'd like to learn more about how Rivermate can help you hire employees in


via our Employer of Record / PEO solution.

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