Key Takeaways for Hiring in Burundi
- Employment contracts — Must comply with local Burundi labor law, specifying role, salary, and working hours.
- Payroll compliance — Regular payments in BIF. Employer social contributions apply.
- Statutory benefits — Annual leave, public holidays, and social security contributions are mandatory.
- Remote hiring / EOR — You can hire in Burundi without a local entity using an Employer of Record (EOR) like RemotePass.
- Offboarding — Notice periods and severance requirements apply per local labor law.
- Compliance — Stay current with Burundi employment regulations to avoid penalties.
Continent
Africa
Capital
Gitega
Currency
Burundian Franc (BIF)
Language
Kirundi, French, English
VAT
18%
Overview
| Indicator | Details |
|---|---|
| Population | 14 390 003 people |
| Language | Kirundi, French, English |
| Capital | Gitega |
| Currency | Burundian Franc (BIF) |
| Country code | +257 |
| Min wage | None statutory; wages set by negotiation |
| Working hours | 8 hours per day |
| Weekdays | Monday to Friday |
| Work hours per week | 45 hours per week |
Payroll
Average employer cost
10%
| Category | Details |
|---|---|
| 13th Salary | Not mandatory. |
| Avg employer tax | 10% |
Tax Breakdown
Social Security Contributions
| Category | Rate / Details |
|---|---|
| Employer | 6 % of covered payroll (8.8% if arduous) |
| Employee | 4 % of covered earnings (5.8% if arduous) |
Income Tax (PAYE)
| Category | Rate / Details |
|---|---|
| Annual Taxable Income | Up to BIF 1 800 000 |
| BIF 1 800 001–3 600 000 | 20% |
| Above BIF 3 600 000 | 30% |
Corporate Tax
| Category | Rate / Details |
|---|---|
| Standard rate | 30% |
| Minimum turnover‑tax if profits < turnover/30 | 1 % of turnover |
VAT
| Category | Rate / Details |
|---|---|
| VAT | 18% |
Onboarding Process
Onboarding in Burundi typically includes the following steps to ensure a smooth transition for new hires:
- Employment Contract — Written in Kirundi, French or English, signed by both parties, and detailing job, salary, hours, probation, notice, leave and benefits.
- Register with INSS — Enrol each hire in the National Social Security Fund and begin monthly contributions.
- Tax Registration — Withhold PAYE based on brackets above and remit monthly to the tax authority.
- Collect Documents — Photo ID/passport, proof of address, INSS number, tax ID, bank details and work permit if non‑resident.
- Pre-boarding — Pre-boarding Pre-boarding
Employee Leave Policies
Sick Leave
- Up to six months’ leave; benefit at least 45 % of the minimum wage
Maternity Leave
- 12 weeks suspension of contract (extendable to 14 weeks), six weeks post‑birth, paid via social security fund
Paternity Leave
- Four days fully paid on birth of a child
Adoption Leave:
- Not specified by law
Annual Leave
- Workers earn 1⅔ working days per full month of service (20 days/year) and gain one extra day every four years with the same employer.
12 Public holidays in Burundi
| Month | Date | Holiday |
|---|---|---|
| January | 1st | New Year’s Day |
| February | 5th | Unity Day |
| April | 6th | Ntaryamira Day |
| May | 1st | Labour Day |
| May | 29th | Ascension Day |
| June | 7th | Eid al-Adha (Feast of Sacrifice) |
| July | 1st | Independence Day |
| August | 15th | Assumption Day |
| October | 13th | Prince Rwagasore Day |
| October | 21st | President Ndadaye Day |
| November | 1st | All Saints’ Day |
| December | 25th | Christmas Day |
Termination Process
| Requirement | Details |
|---|---|
| Notice Period | < 6 months’ service: 1 week 6 months–2 years: 2 weeks 2–5 years: 1 month 5 years: 2 months |
| Severance Pay (indefinite contracts) | 3–5 years’ seniority: 1 month’s pay 5–10 years: 2 months’ pay 10 years: 3 months’ pay |
| Serious Misconduct | Immediate dismissal without notice or severance |
| Probation Period | Employers must state probation duration in the contract; the law imposes no statutory cap on its length. |
| Personal Details | Name, contact information, and role of the employee. |
Legal Disclaimer: The information provided in this guide is intended for general informational and guidance purposes only and does not constitute legal, financial, or human resources advice. While we strive to keep the information up to date and accurate, laws and regulations in Burundi are subject to change. We recommend consulting with qualified legal and HR professionals for advice specific to your situation. RemotePass does not accept liability for any errors, omissions, or outcomes related to the use of this information.
