Laws about hiring are complicated. Especially when they’re in countries you’re not used to hiring in. But we’re here to make things simple. Below, you’ll learn the two options you have for hiring in Mali—and the advantages and disadvantages of each.
If you want to successfully hire in
Mali
, you have two options:
Laws about hiring contractors are significantly more simple in
Mali
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Mali
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Mali
.
Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Mali
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Mali
, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Mali than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Mali.
Employees receive two additional days after 15 years of service, four additional days after 20 years of service and six additional days after 25 years of service.
Leave of less than 15 days should be taken continuously. If an employee has more than 15 days of annual leave, one leave period must be 15 days and the remaining can be taken as agreed upon by the employer and employee.
Female employees are entitled to one additional day of leave for each child they have under the age of 15 years.
There are 12 public holidays.
Employees are entitled to sick leave provided they have a medical certificate.
Female employees in Mali with at least nine months’ service is entitled to up to 14 weeks of unpaid maternity leave.
This is limited to a maximum of six weeks before birth and eight weeks after birth.
If the delivery takes place before the expected due date, the rest period after the birth is extended so that the full 14 weeks is taken.
This period can be extended by three weeks if there are medical complications. To be eligible, employees must reside in Mali and have at least nine consecutive months of covered employment.
Male employees in Mali are entitled to paternity leave up to 15 days of the child’s birth.
There are no statutory provisions for parental leave.
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Termination of the employment contract can be terminated at the end of the contract term (if for a fixed period), by the employer (with or without cause) or the employee.
Notice period in Mali of terminations for reasons other than misconduct:
In Mali, the average monthly salary earned during the past 12 months and applying the following percentages:
Probation period is 3 months.
The standard working hours in Mali is 40 hours a week and eight hours a day.
In Mali, overtime is allowed for up to 18 hours per week, although the labor inspector can authorize a maximum of 60 hours per week. Night working hours are from 9 p.m. to 5 a.m.
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