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Senegal, formally the Republic of Senegal (French: République du Sénégal; Wolof: Réewum Senegaal; Pulaar : 𞤈𞤫𞤲𞤣𞤢𞥄𞤲𞤣𞤭 𞤅𞤫𞤲𞤫𞤺𞤢𞥄𞤤𞤭 (Renndaandi Senegaali); Arabic: جمهورية السنغال Jumhūriat As-Sinighāl), is a West African republic. Senegal is bounded to the north by Mauritania, to the east by Mali, to the southeast by Guinea, and to the southwest by Guinea-Bissau. Senegal almost completely encircles The Gambia, a nation that occupies a short sliver of territory along the banks of the Gambia River, which divides Senegal's southern district of Casamance from the rest of the country. Senegal and Cape Verde also share a marine boundary. Dakar is Senegal's economic and political capital.
Senegal is a unitary presidential republic and the westernmost nation on the Old World's landmass, also known as Afro-Eurasia. The Senegal River, which borders it to the east and north, gave it its name. Senegal has a land area of around 197,000 square kilometers (76,000 square miles) and a population of approximately 16 million people. The state was established as part of French West Africa's independence from French colonial authority. Because of this heritage, French is the official language. The nation, like other post-colonial African republics, has a diverse ethnic and linguistic population, with the Wolof, Fula, and Serer being the biggest. Wolof and French are the official languages of the nation. Senegal is regarded as a poor nation with high debt and a low Human Development Index. The majority of the population lives along the shore and works in agriculture or other food-related sectors. Mining, tourism, and services are other important industries. The climate is typical Sahelian, with a wet season.
Senegal is a member of the African Union, the United Nations, the Economic Community of West African States (ECOWAS), and the Sahel-Saharan States Community (CSS).
Every year, employees are given 24 days of paid annual leave, which accrue at the rate of two days each month. In compliance with legislation and collective agreements, additional leave can be granted based on duration of service. For each kid under the age of 14, female employees with children earn an extra day of leave each year.
Employees are required to take at least six days of vacation every year, with the remaining days being carried over for up to three years. Employees covered by the national interprofessional collective agreement are also entitled to brief personal absences (one to four days) for births, baptisms, first communions, marriages, and deaths in their families.
New Year’s Day
Eid al-Fitr / KoritÃ©
Feast of Assumption
Grand Magal de Touba
All Saint’s Day
Employees are entitled to a minimum of five paid sick days per year. Employees covered by the national interprofessional collective bargaining agreement are entitled to sick leave based on their period of employment. Employees who have worked for a company for less than a year are entitled to one month of full pay and three months of half pay under the collective agreement. Employees with more than a year but less than five years of service are eligible to a month of paid sick leave and four months of paid sick leave. Employees who have worked for more than five years are eligible to two months of paid sick leave and five months of paid sick leave. A sick employee's employment is also guaranteed for six months by the collective bargaining agreement, after which they may be replaced.
Female employees are entitled to 14 weeks of paid maternity leave, with an additional eight weeks available following the birth of their child. If there are problems or a pregnancy-related sickness, the mother may be entitled to take an extra three weeks of leave. Mothers also get one day off a year for each kid under the age of 14.
One day of paternity leave is available to fathers who are covered by the interprofessional collective agreement.
Apart from maternity leave, there is no other parental leave.
Fixed-term contracts are typically terminated upon expiration and may be canceled early only for exceptional circumstances, most frequently substantial misconduct on the side of one of the parties. An indefinite contract may be cancelled by the parties agreeing to do so, or by either party giving the required notice time. All termination notices must be in writing and include a rationale for the termination. If the employer wishes to terminate the contract, the employer must provide a legitimate reason, which may be economic or personal in nature.
When an employer terminates a contract, ordinary employees receive one month's notice, supervisors and supervisory-level employees receive two months' notice, and executives receive three months' notice. Additionally, an employer may fire an employee without notice if the employer has just cause, such as unjustifiable absence, violation(s) of professional obligations, gross negligence, or commission of a criminal or civil infraction. Employers must first send an employee a letter stating why they are dissatisfied with their performance, save in the most egregious circumstances of wrongdoing. A minimum of 48 hours must be allowed for the employee to react.
When terminating an indefinite contract, the majority of employees must provide 15 days' notice, while executives must provide a minimum of two months' notice.
Three-month probationary periods for executives and one-month probationary periods for non-executives are permitted and may be renewed.
Although severance pay is not a statutory right, it is mandated by the national interprofessional collective bargaining agreement. The amount is expressed as a percentage of the employee's monthly total compensation per year of service.
The standard workweek consists of forty hours spread over five days.
Overtime is limited to 100 hours per year and may be up to 10 hours per week with the permission of the government labor inspectorate for a limited period not to exceed six months.
For the first eight hours, overtime is paid at 110 percent of the employee's regular hourly rate; additional hours are paid at 135 percent. For daytime work on a weekend or holiday, the rate is 150 percent of the employee's regular hourly rate. Night work (between the hours of 10 p.m. and 5 a.m.) is compensated at 150 percent of the employee's basic hourly rate, or at 200 percent on Sundays and holidays.
In Senegal, general employees must be paid at least 317 CFA francs per hour, while agricultural workers must be paid at least 213 CFA francs per hour.
The IPM (Institut de Prévoyance Maladie), Senegal's public healthcare system, covers employed Senegalese citizens. It pays for 40-80 percent of medical, pharmaceutical, and hospital expenses. Employees are enrolled in the IPM by their employers, and they become eligible for benefits after contributing for two months. Employers cover medical costs for workers who have not yet made adequate payments, and the employee reimburses them later. A hospitalized employee is usually given a modest hospital stipend by his or her company. A state welfare program provides primary healthcare to the whole population, including unemployed people. Private health insurance is accessible, and there are several private medical providers in Dakar, Senegal's capital city.
The corporate income tax is levied at a rate of 30% on branches and corporations.
Residents are taxed on their whole income. Non-residents are typically taxed on Senegal-sourced income via the presence of a permanent establishment (PE).
Withholding taxes may also apply to non-residents for services rendered to Senegalese taxpayers, if a double tax treaty is in effect (DTT).
Senegalese tax citizens are required to pay taxes on their global income. Salary income is always taxed in Senegal, as long as the job is done there or the company is based there. The personal income tax (PIT) is a progressive obligation levied on individuals' taxable income, including net wages.
The taxpayer benefits from the progressive rates for each share of income by dividing one's income into shares (personal allowances). To determine the total tax due, multiply the tax applicable to each share by the number of shares.
For an annual income between XOF 0 to XOF 630,000, the tax rate is 0.
For an annual income between XOF 630,0001 to XOF 1,500,000, the tax rate is 20 percent.
For an annual income between XOF 1,500,000 to XOF 4,000,000, the tax rate is 30 percent.
For an annual income between XOF 4,000,001 to XOF 8,000,000, the tax rate is 35 percent.
For an annual income between XOF 8,000,000 to XOF 13,500,000, the tax rate is 37 percent.
For an annual income beyond XOF 13,500,000, the tax rate is set at 30 percent.
Most commercial activities, with a few exceptions, are subject to an 18% VAT. Tourism activities are subject to a 10% VAT. Instead of VAT, a 17 percent special tax on financial activities (primarily banking, money transfers, and change transactions) is levied.
The Senegal visa policy is a collection of laws that foreigners must follow in order to enter Senegal, a West African Republic. A visa is an official document/letter/stamp issued by Senegal's Immigration Office/Embassy/Consular that certifies your eligibility to enter or transit Senegal for a certain reason.
The Republic of Senegal has acquired appeal among visitors and businesspeople due to its beauty and brilliance, as well as its history. As a result, the Senegal visa policy was established a long time ago to maintain safe travel without causing damage to the tourist business, and all individuals worldwide must follow it. However, the need for a visa to enter Senegal varies from person to person and country to nation. Not only that, but the requirements are also affected by other variables such as the length of the traveler's stay and the reason for their visit.
The Senegal visa policy allows people of over 59 countries, including ECOWAS (Economic Community of West African States), all EU nations, the United Kingdom, the United States, and India, to visit and remain in Senegal as tourists for up to 90 days without a visa. However, the Senegalese Minister of Interior declared in October 2019 that Senegal will reintroduce visa restrictions for all tourists excluding ECOWAS nationals.
Senegal visa policy provides a variety of visa and travel permission options for tourists to enter the Republic of Senegal, depending on their trip purpose. Travelers may apply for both short-term and long-term visas. Short-term visas include the tourist visa, which is accessible to tourists visiting for recreational reasons. Visa on arrival or eVisa are additional options for this. For people who want to come for business reasons, a business visa is available.
Visitors to the Republic of Senegal must acquire their visa from any of the Senegal embassies or consulates abroad or online after reviewing the Senegal visa policy to determine which visa is appropriate.
Senegal's natural and cultural combination of magnificent coasts, lush mangrove-lined streams, and majestic colonial buildings has made tourism an important aspect of the West African nation's economy. As a result, Senegal's visa policy is particularly welcoming to tourists. Travelers may get a Tourist Visa from one of Senegal's embassies overseas, which is valid for a limited duration and can be used for tourism, sightseeing, or visiting family and friends. This may be a single entry or multiple entrance visa with a 90-day validity period and no business activity permitted. It is available within a week and may be extended if necessary.
A visa on arrival, also known as an eVisa, is the most convenient method to enter the country since it may be requested for online and issued after arriving at the foreign location. Travelers who do not match the criteria for an online visa may schedule an interview at an embassy, where they can present their case for a Senegalese tourist embassy visa. Travelers may also get a transit visa for connecting flights. The applicant's nationality determines which of the several alternatives he or she is qualified for.
Employment contracts are often for an indeterminate period of time or for a set period of time. Contracts for an indefinite period of time might be either oral or written. However, a written contract is highly recommended, and if the contract is oral, the employee should be provided a documented summary of their employment conditions. Fixed-term contracts must be written in French, but a version in another language must be created upon request and is as authoritative.
Fixed-term contracts may be for a certain period of time (up to two years) or for the time required to finish a specific assignment. Contracts for the execution of a specific work that have a fixed period may not be renewed. Those for a certain time period may be renewed once. Employment contracts should mention the following:
Both parties' names and identifying information
The contract's type and length, including the term if it is a fixed-term contract.
The credentials of the employee as well as the worker's category or position within the firm
The pay and any perks received by the employee
The job function of the employee
The employee's location of employment (s)
Any applicable regulatory text(s) and/or collective bargaining agreement(s).
Details about housing, if supplied by the employer
Any extra agreements that are related to the employer-employee employment relationship
Even if the other contract conditions are negotiated verbally, the contract may include a trial period, which must be mentioned in writing. The probation term cannot be more than six months.
There is no set length for assignments. This is usually indicated in the employment contract for fixed-term employments.
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Before you begin investigating how to establish a Senegal subsidiary, you must first answer a few questions regarding your company objectives. Begin by deciding where you want to incorporate in Senegal. Different areas have their own set of norms and regulations, which have an influence on the Senegal subsidiary creation procedure. Always do your homework before choosing on an office location.
Senegal permits firms to establish as a limited liability company (LLC), a public limited company, a branch office, or a representative office. The most common entity is an LLC, which enables businesses to operate with less legal responsibility while still working in the nation with numerous privileges.
The following stages are involved in establishing a Senegal subsidiary as an LLC:
1. Obtaining a copy of your criminal record from your home country less than three months before beginning the registration process
2. Getting copy of your partners' identification cards
3. Paying registration costs in the region of 25,000 CFA francs
4. Obtaining national identification cards or passports for all partners or shareholders
5. Placing your share capital on deposit
6. Submitting an information sheet with your company's name, headquarters, share ownership, donations, and more
7. Providing another information sheet on all shareholders and partners, including their names, residences, employment, and other details.
Subsidiary laws in Senegal differ depending on the sort of subsidiary you choose to establish as. LLCs need at least one director and one shareholder of any nationality. To establish your Senegal subsidiary, you will also need to provide a minimum paid-up share capital of $2,000 in cash.