Employer cost
Total monthly cost of employment
Gross monthly salary costs
Estimated taxes and contributions
Employee cost
Net monthly salary
GBP 5,137
Gross monthly salary
GBP 8,334
Estimated taxes & social security
GBP 8,334
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Angola
Located on the western coast of Southern Africa, Angola is the seventh-largest country in Africa. Its economy is growing rapidly, fueled by rich mineral and oil reserves. However, the benefits of this economic boom are not evenly distributed. For businesses looking to hire in Angola, it’s important to understand the country's labor laws and payroll requirements.
Currency
Angolan Kwanza (AOA)
Payroll Frequency
Monthly
Employer Taxes
8.0%
Back to Country Guide
Overview
Payroll
Taxation
Tax Calculation
Onboarding Process
Holidays / PTO
Termination
Overview
Population
31.83 million
Language
Portuguese
Capital
Luanda
Currency
Angolan Kwanza (AOA)
Country code
+244
Min wage
21,454 AOA/month
Working hours
8 hours per day
Weekdays
Monday to Friday
Work hours per week
44 hours per week
Payroll
Salaried Employees
Monthly, with employees paid by the end of each month.
Time-Based Employees
13th Salary
Avg employer tax
8%
Tax Breakdown
Social Security
8%
VAT
VAT
34%
AO
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Oops! Something went wrong while submitting the form.
Employer cost
Total yearly cost of employment
Gross yearly salary costs
Estimated taxes and contributions
Employee cost
Net yearly salary
GBP 5,137
Gross yearly salary
GBP 8,334
Estimated taxes & social security
GBP 8,334
How it works
Onboarding Process
Pre-boarding
Ensure all necessary paperwork, including tax forms and social security registration, is completed before the employee’s first day.
First Day
Introduce the employee to the team, company culture, and key policies. Review the employment contract and job expectations.
Training and Development
Provide role-specific training and monitor progress during the probation period.
Compliance Check
Enroll the new hire in the social security system and ensure compliance with local labor laws.
Employee Leave Policies
Sick days
- Employees at larger businesses receive full pay for the first two months of illness and 50% pay from the third to the twelfth month.
- Employees at small businesses receive 50% pay for up to 90 days.
Maternity leave
- Duration: 3 months, with leave beginning 4 weeks before the due date. For multiple births, maternity leave is extended to 4 months.
- Maternity Leave Pay: Compensation is based on the average earnings of the last 6 months prior to the birth.
Paternity leave
- Note: There are no statutory provisions for paternity leave in Angola.
Annual Leave
- 1 Jan: New Year's Day
- 4 Feb: Day of the Armed Struggle
- 25 Feb: Carnival
- 8 Mar: International Women's Day
- 9 Mar: International Women's Day Holiday
- 23 Mar: Southern Africa Liberation Day
- 4 Apr: Angolan Peace Day
- 10 Apr: Good Friday
- 1 May: Labor Day
- 17 Sep: National Heroes Day
- 2 Nov: All Souls' Day
- 11 Nov: Independence Day
- 25 Dec: Christmas Day
Termination Process
_'s Booming Remote Workforce
Challenges of Remote Hiring in _
Simplifying Remote Hiring in _ with RemotePass
Hear what teams love
about using RemotePass.
Love it! It has been an essential tool for us, the perks of having everything at the point of my fingers. Using RemotePass has been super efficient. The platform is user-friendly and fast, and communication with customer service is truly a "gold standard".
Iyad A, Head of People
@Unico
Working with RemotePass has been extremely easy and effortless. The customer support team are second to none - always quick to respond, always helping with desire and delivering perhaps some of the best customer service we have ever encountered. Onboarding new contractors and employees is quick and easy, and we are happy to recommend RemotePass to others
Zorrie Dimitrova, COO
@GlycanAge
RemotePass has hands down been one of the best (useful and easy to use) platforms I've worked with in the past few years!
VJ, People & Talent Manager
@Invygo
RemotePass has been a great success partner for Amwal, it truly enabled us to be international talent friendly. Attracting top talent without the hassle of thinking how we would hire and pay abroad.
Reda Reda, CEO and Co-Founder
@Amwal
RemotePass has really helped us take the pain out of managing salary payments, contract managements, and admin work with our remote teams. They feel much more in control and more connected because of it.
Mohammad Absi-Halabi, CEO
@Swftbox
RemotePass is a game-changer for us. It has made managing our remote teams effortless and has greatly improved the process of hiring, managing and collaborating with our team remotely. Highly recommended
Salem Abu-Hammour, CEO & Co-Founder
@ERAD
We’re delighted to express our satisfaction regarding our collaboration with RemotePass. Their cutting-edge cloud-based platform has revolutionized our workforce and hiring procedures, enabling us to enhance efficiency and effectiveness in managing everything. It serves as a comprehensive solution that has greatly simplified our operations, making remote work effortless.
Kareem Masri, Accountant
@Alma Health
RemotePass has been so efficient for us as we have at least 60% of our team being remote. Especially for tracking if everyone has been paid out or if they have reimbursements, we don't have to manually do it one by one anymore. It's also really good since we are in compliance with each and every single one of our remote teams' place of residence.
Lorena A, HR
@NasDaily
Brilliant service. We love and we'd be using it for the years to come. Also great customer success management as well!
Badr A. CEO
@Soum
We love the entire system you guys have built, it's user-friendly and in particular we love the automated notifications part. Employees are automatically informed about the payment status and they receive the payment in a couple of hours after they get notified vs. manually asking us. Thanks for your ongoing support
Muhammed, CFO
@ShortPoint
Using RemotePass has been an absolute game-changer for our operations - knowing that we have a reliable partner on our side even in complex regions efficiently (this has previously been a big headache for us), allows our teams to focus exclusively on client service and product delivery
Nina, Associate VP
@Infomineo
We were looking for a simple and affordable product and RemotePass more than delivered. RemotePass helped us streamline and manage our remote teams. RemotePass understood us as a company and provided us the support and confidence that we are compliant with regulations, our remote teams have excellent support, and that we made the right choice
Preeta, HR Business Partner
@Eyewa
RemotePass has been very helpful as it streamlines the payment process to our consultants, with a simple 2 to 3 clicks the job is done. It is effortless and straightforward to use. The most important thing is that It eliminates any compliance risks we might face, and the lengthy verification process. Overall the system is excellent, and I would recommend it to other organizations.
Rafik, Head of HR
@Rizek
The product has been incredibly a game-changer for us as we scaled our team globally. Creating a great first impression when onboarding remote teams. Everything centralized in one place. Love it!
Roxana L, Chief People Officer
@Bankio
Our work with RemotePass is a partnership based on trust and credibility we are proud to have. With RemotePass services, onboarding and payroll for our global team is well managed and our employees feel safe and cared for.
Fahad A, HR
@Soum KSA
I was instantly impressed with the UI/UX of the RemotePass platform, it is incredibly user-friendly and the feedback I have received from the remote workers has been excellent. Having supplied contract and remote staff to clients in the Middle East for several years, I have been used to a very manual and labor-heavy process when it comes to payroll and compliance. After one demonstration from the team at RemotePass I switched from using an existing supplier, as I get better value and service using this platform.
David S, Practice Lead
@Salt
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Hiring in Angola| Payroll, Tax & Employment Guide
Angola offers access to one of Africa's largest economies and serves as a commercial gateway to Southern and Central African markets, with a growing young workforce and expanding activity in telecoms, consumer tech, and infrastructure.
RemotePass makes hiring in Angola simple. We handle compliance, contracts, and payroll. You focus on growing your business.
- Employees are entitled to two mandatory bonuses: a Christmas bonus equal to 50% of December salary and a vacation bonus equal to 50% of one month's base salary after six months of service.
- Employer social contributions total 10% (8% social security + 2% work accident insurance), with employees contributing an additional 3% to INSS.
- Termination with cause requires a structured disciplinary process, including a formal meeting with written notice of alleged violations and the right to union representation.
- All final payments must be settled within three days of termination, and immigration authorities must be notified when expatriate employment ends.
Quick Facts For Hiring In Angola
Continent
Africa
Capital
Luanda
Currency
Monthly
Language
Portuguese
Payroll Cycle
Monthly
Pay Date
Last calendar day of the month
Angola Employment Contract Overview
Below is the core structure we use when preparing compliant employment contracts for hires in Angola, aligned with local labour law requirements and standard market practice.
Contract Type
Fixed-term /Open-ended
Local Language Required?
Yes
Bilingual?
Yes
Probation Period
For contracts of indefinite duration, the default probation period is 60 days.
Parties may agree in writing to reduce it.
For fixed-term contracts, the probation period must be in writing and cannot exceed 30 days for skilled workers.
For management or highly technical roles, the probation period can be extended (in writing) up to 4 or 6 months.
Parties may agree in writing to reduce it.
For fixed-term contracts, the probation period must be in writing and cannot exceed 30 days for skilled workers.
For management or highly technical roles, the probation period can be extended (in writing) up to 4 or 6 months.
Minimum Paid Time Off
22 Days
Public Holidays
12 Public Holidays
Notice Period
Notice periods after probation vary based on length of service for an indefinite-term contract as follows:
- Service below 1 year: 1 month
- Service exceeding 1 year: 2 months
- Service exceeding 9 years: 3 months
What Do You Need To Include In An Angola Employment Contract?
To stay compliant with Angola labour law, employment contracts must clearly set out the core terms of the working relationship from day one.
Employee Information
- Full names and addresses of both the employer and the employee
- Description of the employee’s role and workplace location
- Standard weekly working hours
- Amount, method, and frequency of wage or salary payments
- Outline of any benefits provided
- Commencement date of employment
- Signatures of both the employer and the employee
How Does Payroll and Taxation Work in Angola?
Payroll in Angola is processed monthly and includes mandatory income tax withholding and social security contributions shared between employers and employees.
Payroll Setup
Salary currency
Angolan Kwanza (AOA)
Minimum Wage
AOA 70,000 for 2025
Hours per Week
44 hours per week / 8 hours per day
Payroll Frequency
Monthly
Weekdays
Monday through Friday
Mandatory Bonuses
Christmas Bonus: Every employee is entitled to receive an annual Christmas bonus, typically equivalent to half of their December salary.
Payment is made in December.
Gross Salary Structure
Gross salary does not follow a standardized structure in Angola.
What Payroll Taxes Do Employers Pay in Angola?
Employer cost % (estimate):
Employer Cost %
Contributions Breakdown
INSS (Social Security):
8% of basic pay
Work Accident Insurance:
2% of basic pay
What Payroll Taxes Do Employees Pay in Angola?
Individual Income Tax
Taxable employment income is subject to progressive withholding by the employer.
Rates are as follows (monthly income basis, approximate for illustration):
-
0%: Up to AOA 70,000
-
10%: AOA 70,001 – 100,000
-
13%: AOA 100,001 – 150,000
-
16%: AOA 150,001 – 200,000
-
20%: AOA 200,001 – 300,000
-
25%: Above AOA 300,000
Social Contributions
INSS (National Institute of Social Security):
3% of basic pay
Hiring cost calculator
AO
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Employer cost
Total monthly cost of employment
Gross monthly salary costs
Estimated taxes and contributions
Employee cost
Net monthly salary
GBP 5,137
Gross monthly salary
GBP 8,334
Estimated taxes & social security
GBP 8,334
Employer cost
Total yearly cost of employment
Gross yearly salary costs
Estimated taxes and contributions
Employee cost
Net yearly salary
GBP 5,137
Gross yearly salary
GBP 8,334
Estimated taxes & social security
GBP 8,334
Mandatory Employee Benefits in Angola
Employment of expats is supported in Belgium.
| Benefits | Provider | Funded Through | Notes |
|---|---|---|---|
| Health Insurance | Government |
Payroll Contributions |
Public healthcare covers basic medical care, hospitalization, emergency care, maternal and child health, and vaccinations. Advanced treatments are generally excluded. |
| Pension/Social Security | Government |
Payroll Contributions |
Covers retirement, disability, and survivor benefits through the National Social Security Institute. Mandatory for all employees, with limited expatriate exemptions. |
| Other Statutory Benefits | Employer |
Additional Cost |
Christmas Bonus (½ December salary) and mandatory work accident insurance. |
Leave And Holiday Entitlement In Angola
Annual leave
Employees who have completed at least 6 months of service are entitled to 22 days of paid annual leave per calendar year, along with a vacation bonus equal to 50% of one month’s base salary. For newly hired employees, vacation entitlement begins on January 1 of the year following their start date.
Payment in lieu of annual leave is not permitted, even at the employee’s request, except for employees hired under fixed-term contracts. Working mothers are granted one additional paid day of leave for each child aged 14 or younger.
During the first year of employment and for employees on fixed-term contracts, leave accrues at a rate of 2 days for every full month worked. Vacation scheduling should be agreed upon between the employer and employee; if no agreement is reached, the employer may determine the schedule. The final vacation schedule for all employees must be completed and displayed at the workplace by January 31 each year.
Unused vacation days generally cannot be carried over to the following year. However, employees planning to travel abroad may accumulate vacation days for up to three years. If annual leave is interrupted due to a work-related emergency, the employer must reimburse any resulting expenses and allow the employee to resume their leave once the issue is resolved.
Public holidays
Angola observes 12 official public holidays:
-
January 1 – New Year’s Day
-
February 4 – Liberation Movement Day
-
March 8 – International Women’s Day
-
Carnival (date varies)
-
Good Friday (date varies)
-
Easter (date varies)
-
April 4 – Peace Day
-
May 1 – Labor Day
-
September 17 – National Heroes Day
-
November 2 – Memorial Day
-
November 11 – Independence Day
-
December 25 – Christmas Day
Sick Leave
Employees may take sick leave for an unlimited duration, provided their absence is supported by a valid medical certificate.
In medium and large enterprises, the employer must pay the employee’s full base salary for the first 2 months of medical leave. From the 3rd to the 12th month, the employer must pay 50% of the base salary, until the employee becomes eligible for sickness benefits through social security or an insurance provider.
Maternity Leave
Female employees are entitled to 12 weeks of mandatory maternity leave, provided they have contributed to the social security system for at least 6 months within the previous 12 months. During this period, employees receive full pay funded by social security, with any shortfall covered by the employer.
Maternity leave typically begins 4 weeks before the expected birth date, and employees may take an additional 4 weeks of unpaid leave if desired. For multiple births, maternity leave is extended by 4 weeks. In cases of miscarriage or stillbirth, the leave period is 6 weeks. If the child passes away during maternity leave, the mother is entitled to 6 weeks after delivery plus one additional week following the child’s death.
Upon returning to work, for one year, the mother is entitled to two paid 30-minute breastfeeding breaks per day, which may be combined with her meal break or used to reduce her workday by one hour. Throughout pregnancy and up to 15 months after childbirth, the employee may also take one paid day off per month for medical appointments for herself or her child.
Paternity Leave
Angolan labour law does not provide a specific statutory paternity leave. However, fathers are entitled to one day of paid personal leave upon the birth of their child.
Other Types of Leave
-
Education Leave:
Employees may take up to 60 days of unpaid leave for education or training, provided they give 30 days’ written notice. The employer may deny the request if:
-
The employee received similar training in the past 24 months
-
The employee has less than three years of service
-
The employee was temporarily demoted or transferred for disciplinary reasons for over 30 days in the last three years
-
Proper notice was not given
-
The employee performs duties that cannot be reassigned
-
The company or workplace has fewer than 20 employees and adequate replacement is not possible
-
-
Personal Leave:
Employees are entitled to paid personal leave as follows:
-
8 consecutive days for marriage
-
1 day for fathers following the birth of a child
-
8 days for the death of a spouse, cohabiting partner, parent, or child
-
3 days for the death of a grandparent, in-law, sibling, grandchild, or their spouses
Employers may also grant leave to attend funerals of individuals not listed above when participation is culturally expected. Additional unpaid leave may be approved for travel related to these circumstances.
-
Termination and Offboarding in Angola
Termination in Angola must follow defined legal procedures, with specific rules around notice, severance, and employee protections.
| Type | Possible? |
|---|---|
| Termination for Cause (poor performance, misconduct, etc.) | Yes |
| Termination without Cause | Yes |
| Mutual Termination Agreement (MTA) | Yes |
| Redundancy | Not possible under the EOR setup |
Employee
Resignations
Termination
with Cause
Termination
without Cause
Mutual Termination
Agreement
Fixed Term
Contract
_'s Booming Remote Workforce
Challenges of Remote Hiring in _
Simplifying Remote Hiring in _ with RemotePass
FAQs About Hiring in Angola
Can I hire contractors instead of employees in Angola?
You can, but misclassification carries risks. If the working relationship includes supervision, set schedules, or company resources, structure it as an employment contract to avoid penalties and reclassification.
What are the notice and severance rules if I need to let someone go?
Notice periods scale with tenure: one month for under one year of service, two months for over one year, and three months for over nine years. Severance is mandatory for employer-initiated terminations without cause, typically calculated as one month of salary per year of service (prorated). All final payments must be settled within three days of termination.
Do I need to set up a legal entity to hire in Angola?
Not if you use an Employer of Record like RemotePass. An EOR acts as the legal employer, handling payroll, compliance, and contracts while you manage day-to-day work.
What's the minimum wage in Angola?
AOA 70,000 per month as of 2025.
Are bonuses mandatory in Angola?
Yes. Every employee is entitled to a Christmas bonus equivalent to half of their December salary, paid in December. Employees who complete at least six months of service also receive a vacation bonus equal to 50% of one month's base salary.
What's the disciplinary process for termination with cause?
Angola requires a structured disciplinary process before termination. Employers must hold a formal meeting with the employee, provide written notice of alleged violations, and allow the employee to be accompanied by a union representative. Disciplinary measures escalate from warnings to temporary demotion or transfer before reaching immediate dismissal for serious misconduct.
What happens to work permits when employment ends?
Employers must notify immigration authorities when an expatriate's employment ends. Work and residence permits tied to employment become invalid upon termination, and employers must ensure all exit documentation and immigration obligations are fulfilled.
Hear what teams love
about using RemotePass.
Love it! It has been an essential tool for us, the perks of having everything at the point of my fingers. Using RemotePass has been super efficient. The platform is user-friendly and fast, and communication with customer service is truly a "gold standard".
Iyad A, Head of People
@Unico
Working with RemotePass has been extremely easy and effortless. The customer support team are second to none - always quick to respond, always helping with desire and delivering perhaps some of the best customer service we have ever encountered. Onboarding new contractors and employees is quick and easy, and we are happy to recommend RemotePass to others
Zorrie Dimitrova, COO
@GlycanAge
RemotePass has hands down been one of the best (useful and easy to use) platforms I've worked with in the past few years!
VJ, People & Talent Manager
@Invygo
RemotePass has been a great success partner for Amwal, it truly enabled us to be international talent friendly. Attracting top talent without the hassle of thinking how we would hire and pay abroad.
Reda Reda, CEO and Co-Founder
@Amwal
RemotePass has really helped us take the pain out of managing salary payments, contract managements, and admin work with our remote teams. They feel much more in control and more connected because of it.
Mohammad Absi-Halabi, CEO
@Swftbox
RemotePass is a game-changer for us. It has made managing our remote teams effortless and has greatly improved the process of hiring, managing and collaborating with our team remotely. Highly recommended
Salem Abu-Hammour, CEO & Co-Founder
@ERAD
We’re delighted to express our satisfaction regarding our collaboration with RemotePass. Their cutting-edge cloud-based platform has revolutionized our workforce and hiring procedures, enabling us to enhance efficiency and effectiveness in managing everything. It serves as a comprehensive solution that has greatly simplified our operations, making remote work effortless.
Kareem Masri, Accountant
@Alma Health
RemotePass has been so efficient for us as we have at least 60% of our team being remote. Especially for tracking if everyone has been paid out or if they have reimbursements, we don't have to manually do it one by one anymore. It's also really good since we are in compliance with each and every single one of our remote teams' place of residence.
Lorena A, HR
@NasDaily
Brilliant service. We love and we'd be using it for the years to come. Also great customer success management as well!
Badr A. CEO
@Soum
We love the entire system you guys have built, it's user-friendly and in particular we love the automated notifications part. Employees are automatically informed about the payment status and they receive the payment in a couple of hours after they get notified vs. manually asking us. Thanks for your ongoing support
Muhammed, CFO
@ShortPoint
Using RemotePass has been an absolute game-changer for our operations - knowing that we have a reliable partner on our side even in complex regions efficiently (this has previously been a big headache for us), allows our teams to focus exclusively on client service and product delivery
Nina, Associate VP
@Infomineo
We were looking for a simple and affordable product and RemotePass more than delivered. RemotePass helped us streamline and manage our remote teams. RemotePass understood us as a company and provided us the support and confidence that we are compliant with regulations, our remote teams have excellent support, and that we made the right choice
Preeta, HR Business Partner
@Eyewa
RemotePass has been very helpful as it streamlines the payment process to our consultants, with a simple 2 to 3 clicks the job is done. It is effortless and straightforward to use. The most important thing is that It eliminates any compliance risks we might face, and the lengthy verification process. Overall the system is excellent, and I would recommend it to other organizations.
Rafik, Head of HR
@Rizek
The product has been incredibly a game-changer for us as we scaled our team globally. Creating a great first impression when onboarding remote teams. Everything centralized in one place. Love it!
Roxana L, Chief People Officer
@Bankio
Our work with RemotePass is a partnership based on trust and credibility we are proud to have. With RemotePass services, onboarding and payroll for our global team is well managed and our employees feel safe and cared for.
Fahad A, HR
@Soum KSA
I was instantly impressed with the UI/UX of the RemotePass platform, it is incredibly user-friendly and the feedback I have received from the remote workers has been excellent. Having supplied contract and remote staff to clients in the Middle East for several years, I have been used to a very manual and labor-heavy process when it comes to payroll and compliance. After one demonstration from the team at RemotePass I switched from using an existing supplier, as I get better value and service using this platform.
David S, Practice Lead
@Salt
