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Remote and Flexible Work Options

Learn about remote work policies and flexible work arrangements in Chad

Remote work

Chad doesn't have specific legislation governing remote work arrangements. The primary labor law, The Labor Code of Chad (Act No. 15/92 of December 11, 1992), focuses on traditional in-office work.

Adapting Existing Law and Individual Contracts

The existing Labor Code may need interpretation or adaptation to address remote work scenarios, particularly regarding working hours and communication. Detailed employment contracts outlining work expectations, communication methods, and termination clauses are crucial for both employers and remote workers.

Technological Infrastructure Requirements

Reliable internet connectivity is a significant hurdle for remote work in Chad. Internet penetration rates in Chad are low, with a significant portion of the population lacking access. Available internet connections often have limited bandwidth and unreliable speeds, hindering real-time collaboration and video conferencing. These factors make it difficult for many in Chad to participate in remote work opportunities.

Employer Responsibilities

While a legal framework is lacking, some employer responsibilities can be extrapolated from existing labor laws. Remote workers, if legally employed in Chad, should receive wages and benefits according to the Labor Code. Employers should establish clear communication channels to facilitate collaboration despite geographical separation.

Challenges and Considerations

Securing sensitive company data can be complex with limited technological infrastructure. Employers should prioritize data security measures in employment contracts. Without clear regulations, establishing boundaries between work and personal life for remote workers can be challenging.

Flexible work arrangements

Part-time work is a flexible work arrangement where employees work a predetermined schedule with fewer hours than a standard full-time workweek. In Chad, the Labor Code doesn't explicitly mention part-time work. However, general provisions on working hours, typically 40 hours per week, can be adapted for part-time arrangements. Detailed employment contracts are essential, outlining work hours, pro-rated benefits (if applicable), and compensation based on the Labor Code.


Flexitime is another flexible work arrangement where employees have some flexibility in choosing their start and end times within a set daily or weekly working hour range. Similar to part-time work, there's no specific legislation for flexitime in Chad. However, employers and employees can establish flexitime agreements within the framework of the Labor Code's total working hour requirements.

Job Sharing

Job sharing is a flexible work arrangement where two or more people share the responsibilities of one full-time position. The Labor Code applies to this arrangement as well. Individual contracts for each job sharer are recommended, outlining their specific responsibilities and benefits entitlement based on their pro-rated share.

Equipment and Expense Reimbursements

In Chad, there's no legal mandate for employers to provide equipment or reimburse expenses for flexible work arrangements. However, these can be negotiated and included in individual employment contracts. Employers may specify required equipment, such as a computer or software, and whether they will provide it or reimburse purchase/rental costs. Reimbursement for internet access or a dedicated workspace at home can also be negotiated and outlined in the contract.

Challenges and Considerations

Limited infrastructure can pose a challenge to flexible work arrangements in Chad. Limited internet access and unreliable speeds can hinder opportunities.

Data protection and privacy

In Chad, where there is no dedicated data protection law, employers bear the responsibility of safeguarding sensitive information. This task can be more complex due to limited internet infrastructure, making secure access methods such as strong passwords and limited remote access privileges a challenge to implement.

Employer Obligations

Employers should develop clear data security policies that outline acceptable data usage, storage, and transfer practices for remote workers. Training remote employees on data security best practices, including identifying phishing attempts and preventing malware infections, is also crucial.

Challenges and Considerations

Employers might face limitations in implementing robust security measures due to a lack of resources or expertise. Additionally, educating remote employees in Chad, where internet literacy might be lower, requires accessible and effective training methods.

Employee Rights

Despite the absence of established data protection laws, employees still have some basic rights. They have a right to expect their personal data to be treated confidentially and used only for work-related purposes. The International Labour Organization (ILO) provides general principles on privacy in the workplace, which can serve as a reference.

Best Practices for Securing Data

Employers should adhere to the principle of data minimization, collecting and storing only the data essential for work purposes. If possible, sensitive data should be encrypted both at rest and in transit. Regular data backups for disaster recovery are also important, even if on a local storage device. The use of personal devices for work should be discouraged unless absolutely necessary. If used, mobile device management (MDM) solutions should be implemented if feasible.

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