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Burundi is a small, land-locked country in Central Africa surrounded by Rwanda, Tanzania, and the Democratic Republic of the Congo. This country was once a German possession as part of German East Africa; however, it gained independence in 1960. Growth is expected at a rate of 4.3% in 2024, and the current value of the economy is around three billion USD. If you’re looking to gain a foothold in Africa by hiring workers from Burundi, you might consider the benefits of a Burundi Employer of Record to help you get your hands on the top talent your enterprise requires.
Hire in Burundi, and pay employees through our platform or app.
Our Burundi EOR solution is the most affordable on the market.
Fast Burundi onboarding, hire in as little as 12 hours.
We draft compliant Burundi labor contracts.
We manage all Burundi mandatory benefits.
It doesn’t stop with Burundi — we hire employees globally.
An EOR or “Employer of Record” in Burundi is a service provider in that country that works with foreign-based companies to hire local employees. EORs can hire Burundian workers on behalf of these companies, which typically don’t have their own legal entities in Burundi. They act as recruiters, contract advisors, and human resources (HR) managers and help their clients by managing payroll, benefit administration, and leave schedules for their employees on a long-term basis. Their clients pay them regularly, normally monthly, to provide these services for their employees.
A Burundi PEO, or Professional Employer Organization, is another name for a Burundi Employer of Record.
There are many reasons to work with an EOR in Burundi. This collaboration can be very beneficial and create value for foreign companies. Advantages include:
Horizons stands out as a Burundi EOR through:
An employer of record is a service provider that helps foreign-based companies hire local employees in Burundi. It performs several human resources (HR) functions for its clients, including the following:
Burundi has extensive labor laws designed to protect both employers and employees alike. These laws are spread over several legislative instruments, including the Burundian Constitution of 2018, the Labour Code of 2020, the Social Security Code of 1999, and various other ministerial orders and international treaties. It can be extremely difficult to keep track of all of these statutes, and this job is best left up to the EOR’s expert staff. However, it’s also important for companies to know some of the basic tenets of the law to know what they need to provide for Burundian workers.
While daily workers may be hired by oral contract, other contracts must be written in one of the country’s three official languages in duplicate, one copy for each party. Contracts are normally permanent, though fixed-term contracts are possible for non-durable work. Legal contracts must include the names of the worker and employer; the worker’s birth date and place, family composition, and place of residence; the start date and duration of the contract; nature of work; details of the salary, benefits, and family benefits; and any special conditions.
No probationary period.
At completion of the project.
Not applicable.
Typically up to 6 months.
Less than 6 months is 15 days
6 months to a year is 30 days
More than 1 year is 60 days
Generally not entitled unless specified in the contract.
6 to 12 months
Less than 1 year is 15 days
1 to 5 years is 30 days
5 to 10 years is 60 days
More than 10 years is 90 days
First 5 years is 1/4 of month's salary per year of service
Beyond 5 years is 1/3 of month's salary per year of service
Workers in Burundi may only work eight hours a day and a total of 45 hours a week under normal conditions. Must Burundians work five and half days per week. Any work done in excess is considered overtime and must be paid at a rate of 135% of normal wages for the first two overtime hours. Any subsequent overtime hours in the same week must be paid at 160% of normal wages. Overtime is limited to 15 hours per week and 150 hours per year.
135% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
There are usually 12 or 13 paid public holidays in the Burundian calendar. These holidays are both national days of commemoration and days of both Christian and Islamic observance. In 2025, they include:
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 5 Feb 2025 | Unity Day |
| 1 Mar 2025 | Ramadan Start (Tentative Date) |
| 31 Mar 2025 | Eid al-Fitr (Marks the end of Ramadan) |
| 6 Apr 2025 | President Ntaryamira Day |
| 7 Apr 2025 | Day off for President Ntaryamira Day |
| 1 May 2025 | Labour Day |
| 29 May 2025 | Ascension Day |
| 7 Jun 2025 | Eid al-Adha |
| 8 Jun 2025 | President Pierre Nkurunziza Day |
| 1 Jul 2025 | Independence Day |
| 15 Aug 2025 | Assumption of Mary |
| 13 Oct 2025 | Prince Louis Rwagasore Day |
| 21 Oct 2025 | Ndadaye Day |
| 1 Nov 2025 | All Saints’ Day |
| 25 Dec 2025 | Christmas Day |
Workers are entitled to a period of 24 hours of rest once each week. This is normally given on Sundays. If an employee works on a rest day, they must be paid at a rate of 200% of normal wages. Breastfeeding mothers are entitled to breaks in each working day up to a total of one hour per day to feed their babies up to the age of six months.
1.5 days per month worked
18 days of paid leave annually
18 days + 1 day (per year of service) of paid leave annually
18 days + 1 day (per year of service) of paid leave annually
Workers are entitled to as many as three months of sick leave in a year. This leave is paid by Social Security at 66.7% of the worker’s normal wages.
no leave entitlement
12 days of paid leave annually
15 days of paid leave annually
20 days of paid leave annually
Unpaid (unless otherwise specified in the contract or policies)
50%
50%
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
Expecting mothers are entitled to 12 weeks of maternity leave, which can start six weeks before their expected dates of confinement. This leave is fully paid – Social Security pays 50%, and the employer shares the other 50%. Maternity leave may be extended to 14 weeks in case of complications.
After completing 12 months of service, employees are entitled to 20 days of annual leave. They may accumulate leave for up to two years.
Employees who complete fixed-term contracts are not entitled to any notice or severance pay. Employees on open-ended contracts, however, must be given notice and paid severance if not dismissed for gross misconduct. If the employer has worked less than three years, they need one month’s notice. They should get 45 days’ notice for three to five years of service, two months’ notice for five to ten years of service, and three months’ notice for more than ten years of work.
Severance, too, is based on service periods. For less than three years of service, an employee must be paid half of one month’s average salary. After three to five years of service, they receive double this amount. For five to ten years of service, they receive four times this amount, and six times this amount after more than ten years of service to the employer.
The social security system is administered by the National Social Security Institute (INSS – Institut National de Sécurité Sociale). The system covers various aspects of social protection, including old-age pensions, disability pensions, survivors’ benefits, and health insurance.
The social security system managed by the National Social Security Institute (INSS – Institut National de Sécurité Sociale) typically covers all employees, including foreigners, as long as they are legally employed within the country.
The progressive income tax system in Burundi is designed to ensure that individuals with higher incomes contribute a larger percentage of their earnings in taxes.
Health insurance is primarily managed through public schemes, but private health insurance options are also available. The INSS is the main body responsible for social security, including health insurance, for employees in the formal sector. Private health insurance is available in Burundi and is often used to complement the public health insurance provided by the INSS.
The average salary for workers in Burundi is roughly 300,000 BIF/month (Burundian francs), equivalent to a little over 100 USD. Wages must be paid within eight days of the end of the month for which the wages are due.
A 13th-month bonus is not mandated in Burundi. However, it may be given as a benefit by some employers at their discretion.
Employees pay 4% of their salary to Social Security while employers add another 6%. These contributions pay for pension, maternity, disability, and survivors’ benefits.
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If the client company wants to terminate an employee in Burundi, it can indicate this to the EOR, including the prospective dates for termination and the reason. If the reason is gross misconduct, the EOR may terminate the employee’s contract immediately without giving notice or paying severance. For other reasons, the EOR will provide notice to the employee. At the end of the notice period, the employee will be terminated and paid severance according to their years of service to the employer.
When you work with an EOR in Burundi, you’ll send your employees’ worked hours data to the EOR every pay period. The EOR’s staff will calculate the employees’ gross salaries and your employer contributions to Social Security. You’ll send these funds to the EOR and they’ll divide them up between tax payments, Social Security payments, and workers’ salaries.
Holiday Schedule in Burundi [2025]
