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$249/month
$49/month
2% of gross salary / month
A West African nation with a population of almost nine million, Togo has an estimated available labor force of over three million. Traditionally dominated by agricultural industries, particularly known for farming cocoa, coffee, and cotton, Togo has a below-average standard of education and skills gaps in many sectors. Despite this, Togo’s population has a low median age of just 20, and opportunities for jobs with international companies offering training are keenly sought after. French is the country’s official language, and up to 44 languages are spoken, making Togo a useful cultural connection between Europe and Africa. Monthly salaries average between CFA 60,000 and CFA 150,000, or $99 and $250, making Togo attractive to global employers seeking a high-value workforce in the region.
Hire in Togo, and pay employees through our platform or app.
Our Togo EOR solution is the most affordable on the market.
Fast Togo onboarding, hire in as little as 24 hours.
We draft compliant Togo labor contracts.
We manage all Togo mandatory benefits.
It doesn’t stop with Togo — we hire employees globally.
When running a global business, it is often desirable to hire in territories that are not the company’s own. While doing this successfully can bring several advantages, beginning and managing the process can be challenging. This is where an Employer of Record (EOR) comes in. An EOR is a service that assumes the role of a foreign company’s legal entity, recruiter, and human resources manager within the country where local labor is required. Working with an EOR in Togo allows any business to quickly hire and onboard workers without the need for costly preparations like establishing an identity in Togo and familiarizing itself with the laws, regulations, and customs of the region.
The term EOR is often used interchangeably with Professional Employer Organization (PEO). However, it is important to note a PEO is only a human resources management service and does not act as a legal employer. Any business using a PEO will still be required to create a legal entity in Togo.
Working with an EOR is one of the most efficient ways to streamline the process of hiring a local workforce in Togo. It allows recruitment to begin immediately and any foreign employer to move forward knowing their human resource needs will be handled by experienced experts.
In addition to this, some of the specific benefits of working with a Togo EOR include:
Horizons stands out as a Togo EOR through:
A Togo EOR is a facilitator that connects foreign employers with the local workforce. It is contracted by client companies seeking to hire in Togo and finds and manages that team. It acts as the legal employer of Togolese talent, which it then assigns to positions within the client business.
In order to provide this service, a Togo EOR must:
Ensuring compliance with local labor laws is one of the chief responsibilities of an EOR in Togo. These regulations are in place to protect workers and businesses and must be adhered to in all circumstances. An EOR must be fully abreast of current laws and any potential changes on the horizon.
Written contracts are required for all employment in Togo. They should be drafted in French and contain several essential clauses, including the names and details of all parties and a clear job description. Also outlined should be the standard work schedule and overtime agreements, all remuneration and benefits, the leave policy, the dispute resolution processes, and termination processes.
Contracts in Togo are divided into three main categories:
Contrat à Durée Indéterminée (CDT) / Indefinite-term: The most common type of employment contract in Togo is an indefinite agreement with no predefined end date, whether for a full-time or part-time post.
Contrat à Durée Déterminée (CDD) / Fixed-term: Like many regions, Togo allows contracts with a predetermined end date to be offered. These are used for temporary positions and project work. To discourage employers from using these for permanent roles and thus avoid the legal obligations of CDT, the duration of a CDD and any renewals cannot exceed four years.
Contrat de Travail Temporaire (CTT) / Temporary: Designed to facilitate agency work, a CTT is a contract between a worker and an agency that allows temporarily assigned roles with a third party.
No probationary period.
At completion of the project.
Not applicable
Typically 1 to 6 months (depending on the position)
No set period (unless specified in contract)
Not required (unless mandated by the specific contract)
Typically 1 to 6 months (depending on the position)
No set period (unless specified in contract)
1 month salary per year of service
Togo labor law does not specify a maximum working day length. However, it states that a standard working week should be no more than 40 hours and that workers should be granted a mandatory 24-hour rest period every seven days. In addition, it allows for overtime to be offered in exceptional situations.
Overtime compensation should be paid at 20% over standard hourly rates for the first eight hours each week and 40% for hours worked above this. Any overtime worked on a Sunday or a public holiday should be compensated at 65% above standard.
40% of the standard hourly rate
65% of the standard hourly rate
65% of the standard hourly rate
Workers in Togo are entitled to paid time off for at least eight national holidays each year. These include New Year’s Day, National Liberation Day, Independence Day, Labor Day, and several significant dates in the Christian calendar. In addition, some Christian and Islamic religious holidays are expected to be observed.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 13 Jan 2025 | Liberation Day |
| 31 Mar 2025 | Eid al-Fitr (Tentative Date) |
| 21 Apr 2025 | Easter Monday |
| 27 Apr 2025 | Independence Day |
| 1 May 2025 | Labour Day |
| 29 May 2025 | Ascension day |
| 6 Jun – 7 Jun 2025 | Tabaski (Feast of Sacrifice) |
| 9 Jun 2025 | Whit Monday |
| 21 Jun 2025 | Martyrs’ Day |
| 15 Aug 2025 | Assumption of Mary |
| 1 Nov 2025 | All Saints’ Day |
| 25 Dec 2025 | Christmas Day |
In addition to public holidays and annual leave, workers in Togo may also be entitled to a “few days” time off for personal events such as marriage or bereavement.
no leave entitlement
30 days of paid leave annually
30 days of paid leave annually
30 days of paid leave annually
Code du Travail (Labor Code) Articles 142-146 states every worker in Togo who has completed six months of service and can produce a medical certificate should be granted paid sick leave. The amount of leave is dependent on the length of service.
(percentage of regular wages owed to the employee)
5 days of paid leave annually
30 days of paid leave annually
30 days of paid leave annually
30 days of paid leave annually
Unpaid (unless specified in the employment contract)
Unpaid (unless specified in the employment contract)
Unpaid (unless specified in the employment contract)
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.
Code du Travail (Labor Code) Article 136 guarantees female employees 14 weeks of paid maternity leave, which should be split into six weeks pre-birth and eight weeks post-birth.
Workers in Togo are entitled to two days of paid annual leave for every month of continuous service. This is prorated for part-time hours or partial months. A portion of unused leave may be rolled over if the employer agrees, or it can be paid out at a standard hourly rate instead.
The Togolese Inter-professional Collective Agreement dictates the minimum notice period for termination of service should be one month for contracted employees and three months for supervisors and managers. The exceptions are when a worker is dismissed without notice for gross misconduct or when a relationship is ended during a probationary period, which can be a maximum of six months. Severance pay, when there are no exceptions, should be 35% of the annual salary during the first five years of service, 40% for the following five years, and 45% for any service of ten years or more.
The Caisse Nationale de Sécurité Sociale (CNSS) is the national social security agency in Togo, responsible for managing contributions and providing benefits. Social security contributions in Togo primarily cover retirement pensions, healthcare expenses, maternity benefits, and family allowances.
Foreigners with work permits and employed in the formal sector are typically subject to the same social security contributions as Togolese citizens. This means both the employer and the foreign employee would contribute the mandated percentages towards social security.
Togo uses a progressive individual income tax system, meaning tax rates increase as taxable income rises. Salary, wages, bonuses, and other employment income earned in Togo are subject to income tax.
Togo’s health insurance system is currently undergoing development, with limited options available for citizens and residents. The public system may have limited resources, and private options might not be widely accessible due to cost.
Since January 1, 2023, the minimum monthly wage for all full-time workers in Togo has been CFA 52,500, or approximately $90. It is every employer’s responsibility to ensure their salaries comply with this.
While Togo labor laws do not mandate bonuses or incentives, compensation packages that offer a 13th-month salary, performance bonuses, or living allowances are considered highly motivational for Togolese workers.
In order for Togo to provide benefits such as retirement pensions, family allowances, and maternity pay, employers are obliged to contribute 17.5% of every employee’s gross monthly salary as a social security payment. The workers themselves must also contribute 4% of each wage.
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An EOR is a local employment expert. One of its primary ongoing tasks is to ensure it is fully aware of all labor laws within Togo and operates in full compliance with them in every aspect of hiring and human resource management. By accepting liability for this task, the EOR also protects client companies from exposure should issues occur.
Using an EOR in Togo gives you quick and efficient access to talent with minimum risk and maximum reliability. In addition to removing the costly requirement of establishing a local entity, an EOR also removes the need to dedicate extensive resources to the ongoing work of understanding the Togo labor market and managing the recruitment of the best value workers available.
Holiday Schedule in Togo [2025]
