In Mali, the labor law mandates certain benefits that employers must provide to their employees. These benefits include social security, leave entitlements, and severance pay.

Social Security

The social security system in Mali, managed by the Institut National de Prévoyance Sociale (INPS), provides various benefits to employees. Both employers and employees contribute a portion of their salaries towards this system, ensuring coverage for:

• Sickness and Maternity: Employees receive coverage for medical expenses related to illness, accidents, and maternity care. This is facilitated through the Assurance Maladie Obligatoire (AMO).
• Family Allowances: Financial assistance is provided to employees with children.
• Disability and Death: The INPS offers financial support in case of work-related disabilities or death of the employee.

Leave Entitlements

Employees in Mali are entitled to various types of leave with specific durations:

• Annual Leave: Employees accrue paid annual leave at a rate of 2.5 days per month, totaling 30 days per year. This entitlement increases with service milestones:
  • Two additional days after 15 years.
  • Four additional days after 20 years.
  • Six additional days after 25 years.
• Public Holidays: Employees are entitled to paid leave on Mali's designated national holidays.
• Sick Leave: Employees can take sick leave after completing one month of service. During the first month, employers are obligated to pay full salary for proven illness or injury.
• Maternity Leave: Female employees are entitled to 14 weeks of unpaid maternity leave if they've worked at least nine months with the company. The leave can be split, with six weeks before birth and eight weeks after. In case of medical complications, an additional three weeks of paid leave might be granted.
• Paternity Leave: Fathers are entitled to three days of paid paternity leave within 15 days of childbirth.

Severance Pay

In cases of termination, employers may be required to provide severance pay to employees. The amount depends on the length of service:

• 20% per year for the first five years.
• 25% per year for years six through ten.
• 30% per year beyond ten years.

In Mali, employers often offer additional perks to attract and retain talent, beyond the mandatory benefits focusing on social security and healthcare.

Health and Wellness

• Supplemental Health Insurance: Companies may offer top-up health insurance plans that extend beyond basic coverage. This can encompass dental, vision, or broader medical coverage.

• Wellness Programs: Employers may invest in employee wellness programs promoting healthy habits. This could include gym memberships, on-site fitness facilities, or subsidized health screenings.

Financial Security

• Life Insurance: Providing life insurance coverage demonstrates employer concern for employee well-being and can be a valuable benefit for families.

• Pension Plans: Some employers might offer private pension plans that supplement the national pension system, enhancing employees' retirement security.

Work-Life Balance

• Flexible Work Arrangements: Offering flexible work schedules, remote work options, or compressed workweeks can improve employee work-life balance and boost morale.

• Paid Time Off (PTO): Employers may provide additional paid time off beyond the mandatory minimums. This can include vacation days, sick leave, or personal leave days.

• Childcare Assistance: Subsidized childcare or on-site daycare facilities can be a significant benefit for working parents.

Additional Perks

• Transportation Allowances: Companies might offer transportation allowances to help employees with commuting costs.

• Meal Vouchers or Subsidized Meals: Providing meal vouchers or subsidized meals in a cafeteria can be a cost-effective perk for employees.

• Training and Development Opportunities: Investing in employee training and development programs demonstrates a commitment to employee growth and can boost morale.

Mali's health insurance system is a multi-layered structure. Here's a breakdown of the requirements for employee health insurance:

Compulsory Health Insurance (AMO)

Malian law mandates compulsory health insurance (Assurance Maladie Obligatoire - AMO) for all employees in the formal sector. This applies to companies with ten or more employees, with contributions shared between employers and employees.

AMO provides basic health coverage for employees, including medical consultations, hospitalization, and some medications. It's important to note that the specific coverage details may be subject to change. Employers should consult with Malian social security authorities for the latest information.

Employer Discretion

While AMO provides a baseline level of health coverage, employers can offer additional, voluntary health insurance plans. These supplemental plans can extend coverage areas beyond AMO's limitations, such as including dental, vision, or broader medical coverage.

In Mali, the social security system provides a foundation for retirement income through public pension plans. There are two main public pension plans depending on the employment sector. The National Institute for Social Security (INPS) caters to private-sector employees, while the Malian Social Security Fund (CMSS) covers civil and military officials, deputies, and civil service pensioners. These plans offer old-age, disability, early retirement, and survivor's pensions.

Eligibility and Benefits

Old-age Pension

The qualifying age for the old-age pension ranges from 53 to 60 years old, with minimum contribution periods between 13 and 15 years. The benefit options include a lump sum payment, lifetime annuity, or a combination of both.

Early Retirement

Early retirement is possible under specific circumstances, with adjusted qualifying age and contribution requirements. The benefits are similar to the old-age pension, but typically reduced due to a shorter contribution period.

Other Considerations

Permanent disability benefits are also available under the program. Survivor's pensions provide financial support to spouses and dependents upon the death of an insured worker.