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$249/month
$49/month
2% of gross salary / month
Traditionally an agricultural region, The Gambia is a small West African nation with a population of approximately 2.7 million and a labor force totaling just under one million. In 2023, it experienced a 5.3% growth in GDP as its government continued to focus on improving healthcare, education, and infrastructure. While it varies significantly depending on the industry and the location, the average monthly wage in The Gambia is approximately GMD 16,000, or $240. With the government promoting the development of skills in technology and renewable energy, The Gambia is quickly becoming an attractive proposition for global employers seeking to expand into the region.
Hire in Gambia, and pay employees through our platform or app.
Our Gambia EOR solution is the most affordable on the market.
Fast Gambia onboarding, hire in as little as 24 hours.
We draft compliant Gambia labor contracts.
We manage all Gambia mandatory benefits.
It doesn’t stop with Gambia — we hire employees globally.
In Gambia, an Employer of Record (EOR) is a service that connects global businesses to local talent. It is an expert in the local labor market with extensive knowledge of the laws that govern it and experience working with both Gambian workers and international companies. An EOR acts as a legal employer and agency within The Gambia, saving its clients the time and cost of establishing a local entity and developing a knowledge of the market. For an agreed fee, an EOR recruits local workers and assigns them to roles with foreign businesses while administering all aspects of the service, from hiring and payroll to benefits and termination.
Another human resource management service operating on behalf of foreign businesses within Gambia is a Professional Employer Organization (PEO). While these two services are often discussed as though they are interchangeable, it should be noted that a PEO does not assume the role of a local entity, and their clients still need to undertake the expensive and challenging process of establishing a legal presence in Gambia without assistance.
Working with an EOR in Gambia allows global businesses to gain quick and easy access to the local labor market with the minimum investment of resources and a greatly reduced level of risk. By assuming the role of local employer to Gambian workers and assigning them to positions with their client company, an EOR serves as a one-stop-shop for outsourcing human resource management in The Gambia.
Among the specific benefits an EOR offers are:
Horizons stands out as a Gambia EOR through:
An EOR in Gambia works by forming a triangle of relationships between itself, a foreign business seeking to hire Gambian workers, and local talent seeking opportunities with global companies. The EOR first makes an agreement to fill vacancies for a foreign client. It then recruits the right people from within The Gambia at the right cost and assigns them to the positions available. The EOR acts as the legal employer within The Gambia, thus removing the burden of human resource management and labor law compliance from the foreign client company.
Some of the main functions of providing this role include:
Keeping all employment practices compliant with local labor law is one of the prime responsibilities of an EOR in Gambia. Moreover, the EOR is fully liable for any errors, oversights, or disputes in this area.
Gambia requires that all employment be confirmed by a written contract that outlines the basic details about the parties, the job, any remuneration and benefits, and the working hours and conditions. Contracts should also address processes for dispute resolution and termination, along with ownership of any intellectual property generated during the employment.
No probationary period.
At completion of the project.
Not applicable
Typically 3 to 6 months
30 days (minimum and maximum allowed by labor law)
1 to 5 years: 1 month salary per year of service
More than 5 years: 1.5 month salary per year of service
Typically 3 to 6 months
30 days (minimum and maximum allowed by labor law)
1 to 5 years: 1 month salary per year of service
More than 5 years: 1.5 month salary per year of service
While there is no standard working week established in Gambian law, maximum regular working hours are set at 40 hours each week, with at least one full day of rest offered in every seven. Overtime can be requested in exceptional circumstances, paid at 150% for weekdays and 200% for Sundays or public holidays, but the total working time can never exceed 48 hours. There are no maximum daily hours, but employees should be given at least a one-hour break each day.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Gambia observes a series of public holidays every year. In 2025, this amounts to 13 days and combines secular landmarks, Christian holidays, and religious days from the Islamic calendar. All workers should be offered paid leave for these days.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 18 Feb 2025 | Independence Day |
| 26 Mar 2025 | Laylat al-Qadr (Night of Power) |
| 30 Mar – 31 Mar 2025 | Koriteh |
| 18 Apr 2025 | Good Friday |
| 21 Apr 2025 | Easter Monday |
| 1 May 2025 | Labour Day |
| 25 May 2025 | Africa Day |
| 6 Jun – 7 Jun 2025 | Tabaski (Eid al-Adha) |
| 6 Jul 2025 | Ashura |
| 22 Jul 2025 | Revolution Day |
| 15 Aug 2025 | Assumption of Mary |
| 5 Sep 2025 | The Prophet’s Birthday |
| 25 Dec 2025 | Christmas Day |
| 26 Dec 2025 | Boxing Day |
The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
no leave entitlement
14 days of paid leave annually
14 days of paid leave annually
14 days of paid leave annually
Probationary periods in Gambia can last for up to six months for unskilled workers and twelve months for those in skilled positions. Once this period is complete, workers become entitled to paid sick leave when an employee is unable to work due to illness or injury. The amount of sick leave deemed acceptable and the conditions in which it should be granted must be negotiated and agreed upon at the time of hire.
(percentage of regular wages owed to the employee)
no leave entitlement
14 days of paid leave annually
14 days of paid leave annually
14 days of paid leave annually
Unpaid (unless specified in the employment contract or under special circumstances)
Unpaid (unless specified in the employment contract or under special circumstances)
Unpaid (unless specified in the employment contract or under special circumstances)
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.
In addition to public holidays, annual leave, and sick leave, workers in Gambia are entitled to paid leave for maternity, which must be a minimum of 84 days, and paternity, which should be at least five. Any other paid absences, such as for bereavement or family duties, are at the employer’s discretion unless contractually specified.
After one year of continuous service, The Gambian Labor Act of 2007 guarantees every worker at least 14 days of paid leave each year. Once the worker has completed five years of continuous service, this increases to 21 days. These should be granted in addition to public holidays.
The amount of notice required for termination in Gambia depends on the circumstances. For standard no-fault termination, any worker paid monthly should be given one month’s written notice. Workers on fortnightly payments should be given two weeks for the first six years and a month after that time. Fixed-term contracts can be ended early at 14 days’ notice. In the case of redundancy, however, a minimum notice period of six months and severance pay amounting to the same should be given.
The main institution responsible for administering social security in Gambia is the Social Security and Housing Finance Corporation (SSHFC).
Benefits include old-age pension, disability, survivor’s pension, maternity and sickness benefits.
Foreign nationals employed in Gambia are typically required to participate in the social security system if they are working under a formal employment contract. Employers must register their foreign employees with the Social Security and Housing Finance Corporation (SSHFC) and make the necessary contributions.
Income tax is levied on the income of individuals, including both residents and non-residents who earn income within the country. The Gambia Revenue Authority (GRA) is responsible for administering and collecting income taxes.
Individuals who are in The Gambia for 183 days or more in a tax year are considered residents for tax purposes. Residents are taxed on their worldwide income.
Non-residents are typically subject to a flat tax rate on their Gambian-sourced income. The rate is often around 15%, but this can vary based on the type of income and any applicable tax treaties.
Gambia has been working towards implementing a National Health Insurance Scheme (NHIS) to provide more comprehensive and affordable healthcare coverage for its citizens. While the NHIS is still in development and not fully operational, its intended benefits include basic health services, including outpatient and inpatient care, maternal and child health services, and essential drugs.
Several private insurance companies operate in The Gambia, offering a range of health insurance plans. There’s also CBHI schemes often implemented in rural areas to provide affordable health coverage to communities. In addition, many employers in The Gambia provide health insurance as part of their employee benefits package. This is often more cost-effective than individual plans
Every worker in The Gambia is legally entitled to a minimum wage of GMD 50 per day. This generally converts to between $0.75 and $1.00 per day, depending on the current exchange rate. This amount should be guaranteed to all workers, regardless of any other circumstances affecting their salary.
Gambian labor law dictates every worker should be paid a mandatory bonus equating to at least one month of the basic pay after every 12 months of service. Any other bonuses or allowances are discretionary and subject to contractual negotiations.
Employers in Gambia are obliged to make contributions to the Social Security and Housing Finance Corporation (SSHFC), the Industrial Injuries Compensation Fund, and a Provident Fund scheme. In relation to a worker’s gross salary, the contribution amounts should be 10%, 1%, and 10%, respectively. The employee is also expected to pay 5% each to both the SSHFC and the Provident Fund.
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One of the primary responsibilities of any EOR is to ensure employment is in compliance with local laws and regulations. It manages this by maintaining a thorough and up-to-date knowledge of all frameworks and requirements. Furthermore, an EOR guarantees its commitment to ensuring compliance by accepting liability for failures or disputes in this area.
Working with an EOR to hire and maintain a labor force in Gambia allows businesses to recruit quicker, establish reliable relationships, and trust that their interests will be properly managed in all employment matters. An EOR is the perfect service for outsourcing hiring requirements in Gambia.
Holiday Schedule in Gambia [2025]
