Angola Employer of Record

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in Angola, an employer of record may be the best option for achieving your global growth objectives. 

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Angola―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity. 

Learn about the hiring, employment, payroll and benefits requirements for workers in Angola and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs.

The General Labor Law, which went into effect in 2015, governs all aspects of the employment relationship in Angola. Other major employment legislation includes the:

As you look to hire employees in Angola, here are some standard regulations you’ll need to know to create a compliant contract, as well as how an employer of record and PEO can provide support for your unique HR needs.

Normal working hours are 44 per week or eight per day. The workweek may be extended up to 54 hours for shift work or flexible hours. The workday may be extended to nine hours if the duties are intermittent or the employer concentrates the normal period of weekly work into five consecutive days, to 10 hours if the employer adopts flexible hours.

The normal working time of a night worker must not exceed eight hours per day. “Night” is defined as the period between 10 p.m. and 6 a.m.

The normal daily working time must be interrupted by a rest and meal break of between 45 and 90 minutes so that employees do not work for more than five consecutive hours without a break.

The maximum limits on overtime are two hours per day, 40 hours per month, and 200 hours per year except in the case of accidents, natural disasters, or other situations of force majeure.

As you consider the appropriate salary to offer new employees, keep in mind:

As your employer of record in Angola, we can provide you with resources and insights about employee compensation, so you are better equipped to make a competitive employment offer.

All workers are entitled to an annual Christmas bonus, generally calculated as 50% of December wages.

The duration of the employment agreement can be negotiated between the employee and employer and can be renewed twice. Employment contracts for an unlimited term are always subject to an implied probation period of 60 days.

During the probation period, either party may terminate the employment relationship without notice or compensation.

When negotiating terms of an employment contract with a candidate in Angola, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Maternity leave is a mandatory 12 weeks for women who have a minimum of six months of contributions into the social security system during the previous 12 months. Full wages are paid during maternity leave through the social security system, supplemented by the employer if necessary. Leave begins four weeks before the due date. An additional four weeks of leave may be taken without pay.

During the pregnancy and for 15 months after delivery, the employee may take one paid leave day per month for medical care for herself or her child.

Employees who have completed six months of work are entitled to 22 days per calendar year of paid leave plus a bonus of 50% of one month’s base wages. When an employee starts a new job, the right to take vacation matures on Jan. 1 of the following year. Compensation may not be paid in lieu of annual leave, even at the request of the employee, except for workers under a fixed-term contract. Working mothers receive an additional paid day of leave for each child age 14 or under.

During the first year of employment and for workers under a fixed-term contract, annual leave accrues at the rate of two days for each full month of service.

Unused annual leave generally may not be carried over to the next year, although a worker who wishes to travel abroad may accumulate leave for up to three years.

If an employee’s annual leave is suspended due to a work emergency, the employee must be compensated for any costs incurred and be allowed to resume leave following the resolution of the emergency.

After an employment contract has been terminated for any reason, the employee is entitled to receive wages for any unused leave for that year, calculated at two days per full month of service from January 1 until the date of termination.

The following public holidays are observed in Angola:

When a holiday falls on a Sunday, the work holiday is moved to the following Monday.

Employees are entitled to be absent from work due to illness for an unlimited period provided the absence can be documented by a medical certificate. In medium and large companies, the base salary of employees on medical leave are fully paid by the employer for the first two months of absence. From the third month to the 12th month of the absence, the employer must pay the employee 50% of his or her base salary until the employee becomes eligible for an illness allowance from social security or an insurance carrier.

Both employees and employers make mandatory contributions to the social security system to cover health care; benefits for maternity leave and pregnancy, occupational accidents, and illness; old age and retirement pensions; disability benefits; death benefits; and benefits for survivors and dependents.

Workers are entitled to retire at 60 years of age or after 35 years of service with 180 months of contributions, continuous or not, into the social security system. Pensions are paid monthly.

Workers in dangerous, hazardous, or stressful occupations are entitled to early retirement at age 50 with 180 months of contributions, continuous or not, into the social security system.

Both employees and employers make mandatory contributions to the social security system to cover occupational accidents and illness, disability benefits, death benefits and benefits for survivors and dependents.

In addition to healthcare benefits, employees in Angola are entitled to pension, which is funded by government tax revenues, as well as workers compensation, which is covered through mandated employer insurance.

Employer social costs will cover a large portion of employee benefits in Angola, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance if needed.

Updated: June 11, 2024

We write and validate all local employment contracts, streamlining the onboarding process for you and your Angolan employees—all you have to do is provide relevant information and review and approve the employment agreement. As your employer of record in Angola, we will:

The entire onboarding process for the employee is often completed in as little as two weeks.

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Angola. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today.