With our Comoros Payroll Outsourcing services, your talents are paid on time and without error! Our team at Africa HR Solutions also provides your company with much-needed guidance to ensure that your operations comply with Comoros’ Labor Code and tax policies. Over the years, we have played a pivotal role in the expansion of over 400 clients across Africa by providing reliable HR and payroll and cross-border payment outsourcing solutions.
Geographic location: Located in the northeast of Madagascar, Comoros is an archipelago of volcanic islands.
Population:The official languages of the Comoros are Comorian, French and Arabic, as recognized under its 2001 constitution.
Economy: Agriculture, including fishing, hunting, and forestry accounts for about half of the country’s Gross Domestic Product and represents a majority of the employed workforce in Comoros. The country’s export income relies heavily on vanilla, cloves, and ylang ylang.
Employers do not contribute to social security in Comoros
Employees do not contribute to social security in Comoros
Value-added tax (VAT)
The standard VAT is levied at a rate of 10% in Comoros.
Electricity, telephone supply, and banking services are levied at a reduced rate of 5% while water supplies, inter-island airfares, and private school fees are set at 3%.
Tangible goods supplied by VAT-registered wholesalers are subject to a flat rate of 3%.
An exemption applies for the supply of any form of power, heat, refrigeration, or ventilation.
Employees are generally entitled to 22 days of paid annual leave in Comoros.
In Comoros, employees are entitled to up to six months of sick leave. They must however provide a medical certificate from a certified doctor to be eligible for the leave.
In Comoros, women are entitled to a maximum of 14 consecutive weeks of maternity leave – 8 of which must be taken postpartum.
There is no statutory paternity leave in Comoros.
In Comoros, an employer may terminate a worker’s contract if a valid reason is provided. This can range from grave misconduct to redundancy. Any other invalid reasons would result in the termination being considered ‘abusive’.
Should an employer terminate an employee’s contract without notice or prior to the end of the notice period, they must then provide remuneration for any salary and benefits the employee would have received for the rest of the notice period.
Severance and redundancy pay must be determined based on the worker’s tenure and position after consultation with the Consultative Council of Labour and Employment (CCTE).
In the last 10 years, the scenario surrounding compliance in African countries has changed dramatically. Africa HR Solutions understands this and has become a major player in the African payroll market.