In Senegal, the primary legal framework governing employment relationships and termination procedures is the Senegalese Labor Code (Code du Travail).

Lawful Grounds for Dismissal

Employers in Senegal can terminate an employment contract for various reasons. These include economic reasons such as restructuring, downsizing, or financial difficulties within the company. Dismissal can also be due to disciplinary reasons (gross misconduct) such as serious breaches of contract, insubordination, theft, fraud, or other acts considered to be gross misconduct. Incapacity or inability to perform duties, including prolonged illness, disability, or consistent underperformance, can also lead to termination.

Notice Requirements

The notice periods in Senegal depend on the employee's classification and length of service. Executives and similar positions require three months' notice. Monthly paid white-collar workers, blue-collar workers, and permanent hourly/daily/weekly paid staff have a notice period ranging from eight days to one month, depending on the length of service. Technicians require two months' notice. Employees are generally required to provide fifteen days' written notice when terminating a contract, with technicians having a longer notice period of two months.

Severance Pay

Employees dismissed for reasons other than gross misconduct are generally entitled to severance pay in Senegal. The amount of severance pay is calculated based on the length of service, average wages over the past 12 months, and the terms of any collective bargaining agreement. The longer the employee's service and the higher the average wages, the higher the severance pay. Some collective bargaining agreements may stipulate more favorable severance pay terms.

Important Considerations

Employers and employees may mutually agree to terminate the employment contract at any time, waiving the notice period requirements. Unforeseen events beyond the control of either party, such as natural disasters, may justify termination without notice.

In Senegal, anti-discrimination protections are centered around several key characteristics. These include origin, race, ethnicity, social class, sex and gender, religion and belief, political opinion, HIV/AIDS status, and disability. The Constitution of Senegal and Labor Code prohibit discrimination based on these factors, applying to hiring, promotions, compensation, and overall employment terms.

Protected Characteristics

Origin, Race, Ethnicity, Social Class
The Constitution of Senegal and Labor Code prohibit discrimination based on these factors. This applies to hiring, promotions, compensation, and overall employment terms.

Sex and Gender
Senegal's Constitution enshrines gender equality, expressly prohibiting gender-based discrimination in the workplace. This includes equal pay for equal work, and protection in hiring and dismissal.

Religion and Belief
The Senegalese Constitution guarantees freedom of religion, belief, and practice. Employers cannot discriminate on religious grounds.

Political Opinion
The right to hold different political opinions and participate in political parties is protected by the Constitution.

HIV/AIDS Status
The Labor Code of Senegal specifically prohibits discrimination based on HIV/AIDS status.

Disability
Senegal has laws against discrimination on the basis of disability. However, enforcement is often lacking and people with disabilities remain vulnerable to discrimination.

Redress Mechanisms

Senegalese citizens and workers facing discrimination have several avenues for seeking redress. These include Labor Inspectorates, where workers can file complaints of workplace discrimination. These bodies have some power to investigate, mediate, and impose sanctions on employers. Individuals can also pursue legal action against discrimination through the Senegalese court system. Cases can be brought to the Labor Court or other relevant courts. Additionally, Senegal has a National Committee on Human Rights which can receive and investigate complaints of discrimination, though its powers may be somewhat limited.

Employer Responsibilities

Senegalese employers are obligated to provide equal opportunity, prevent harassment, provide reasonable accommodation, and develop policies and training. Employers must ensure equal treatment for all in hiring, promotion, training, compensation, and termination processes regardless of protected characteristics. They are also expected to take measures to prevent a hostile or discriminatory work environment based on protected characteristics. Where possible, employers should provide reasonable accommodations to employees with disabilities to enable them to perform their work duties. Companies are encouraged to implement clear anti-discrimination policies and conduct training for employees to build awareness and understanding of the law and foster an inclusive workplace.

In Senegal, legal standards have been established to regulate working conditions. These standards cover aspects such as work hours, rest periods, and ergonomic requirements.

Work Hours

In Senegal, the legal standard for work hours is set at 40 hours per week. There are two main types of contracts: fixed-term and open-ended.

Rest Periods

Overtime work in Senegal is regulated, with increased pay for hours exceeding the standard. The first eight hours of overtime are paid at 110% of the regular rate, while subsequent hours are paid at 135%. Night work, which is defined as work between 10 pm and 5 am, is compensated at a higher rate, with premiums reaching 200% for Sundays and holidays.

Employees in Senegal are entitled to a minimum of five paid sick days per year. The country also offers generous leave policies. Women receive 14 weeks of paid maternity leave, and men receive one day of paternity leave. All employees are entitled to 24 days of annual leave, accruing at a rate of two days per month.

Ergonomic Requirements

Although specific details on ergonomic requirements are not readily available online, it is likely that Senegal's labor laws encompass general safety standards in the workplace.

Ensuring a safe and healthy work environment is a crucial aspect of employment in Senegal. The legal framework outlines employer obligations, employee rights, and the enforcing bodies responsible for upholding these regulations.

Employer Obligations

Senegal's Labour Code, specifically Title XI on occupational hygiene and safety, lays out the primary employer duties regarding workplace health and safety. These obligations include:

• Guaranteeing Employee Safety and Health: Employers must take all necessary measures to protect the physical and mental well-being of their workers. This encompasses providing a safe work environment, preventing accidents and illnesses, and minimizing exposure to occupational hazards.
• Protecting Others: The employer's responsibility extends beyond employees. They must also implement safeguards to ensure the health and safety of anyone who might be affected by workplace activities, such as visitors or contractors.
• Collaboration in Multi-Employer Workplaces: When multiple employers operate in the same workspace, the code mandates collaboration to ensure a collectively safe environment.
• Employee Health Monitoring: Employers are required to provide health surveillance programs for employees potentially exposed to specific workplace hazards.
• Work Environment and Practice Monitoring: Regularly monitoring the work environment and practices helps identify and address potential safety issues before accidents occur.
• Personal Protective Equipment (PPE): Employers must furnish employees with appropriate PPE for the specific hazards encountered in their work and ensure proper use of this equipment.
• First-Aid and Welfare Facilities: Providing readily accessible first-aid facilities and essential amenities for employee well-being is an employer obligation.

Employee Rights

The Labour Code also empowers employees with rights regarding workplace health and safety:

• Safe Work Environment: Employees have the right to work in an environment that prioritizes their safety and minimizes health risks.
• Information and Training: Employees have the right to receive information and training on workplace safety procedures and potential hazards associated with their jobs.
• Refusal of Unsafe Work: Employees have the right to refuse work they believe poses a serious threat to their health or safety.

Enforcement Agencies

The Ministry of Labor, Social Dialogue and Relations with Institutions houses the Occupational Health and Safety Division, the primary agency responsible for enforcing workplace health and safety regulations in Senegal. This division conducts inspections, investigates complaints, and ensures employers comply with the established regulations.

While Senegal may not have a national OSH policy in place yet, the existing legal framework provides a solid foundation for protecting the health and safety of Senegalese workers.