Foreign nationals intending to work in Chad generally require both a work permit and the appropriate long-stay visa before commencing employment. Employers typically sponsor the application and must demonstrate that the position cannot readily be filled by a qualified Chadian national. Supporting documentation commonly includes an employment contract, passport copies, educational qualifications, medical certificates and police clearance documents.

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Work permits are issued by the Ministry of Public Service and Labour, while visas are administered through Chadian diplomatic missions abroad. Processing times vary depending on the applicant's nationality and the nature of the employment. Employers should ensure immigration approvals are obtained before employees begin work to remain compliant with local labour and immigration laws.

• Employers hiring staff in Chad must register with the relevant tax authorities and the National Social Insurance Fund (CNPS) before processing payroll.
• Payroll is typically administered monthly, with employers responsible for calculating salaries, withholding personal income tax and employee social security contributions, and remitting both employer and employee contributions to the relevant authorities.
• Payroll calculations generally include base salary, overtime, bonuses, taxable allowances and statutory deductions. 
• Employers must maintain payroll records and submit periodic tax and social security filings in accordance with local regulations.

• Employment contracts may be fixed-term or indefinite, with written agreements strongly recommended and generally required for fixed-term employment.
• Probation Period: Typically one to six months depending on the employee's position.
• Working Hours: Standard working hours are generally 39 hours per week. Overtime is permitted but must be compensated at statutory premium rates.
• Minimum Wage: Chad maintains a statutory national minimum wage, although sectoral collective agreements may prescribe higher rates.
• Termination: Employment may be terminated for lawful reasons including misconduct, redundancy or mutual agreement. Notice requirements depend on the employee's length of service and job classification.
• Severance: Employees dismissed for economic reasons or other qualifying circumstances may be entitled to severance pay based on their length of service.

• Employers and employees both contribute to Chad's mandatory social security system administered by the CNPS, covering pensions, family benefits and workplace injury protection.
• Annual Leave: Employees generally accrue 24 working days of paid annual leave after one year of continuous service, with additional leave often granted for long service.
• Sick Leave: Paid sick leave is available, subject to medical certification and applicable labour regulations.
• Maternity Leave: Female employees are entitled to 14 weeks of paid maternity leave, with social security providing income support where applicable.
• Paternity Leave: Limited paid paternity leave may be available under employer policies or collective agreements, although there is no broad statutory entitlement.
• Public Holidays: Chad observes approximately 10–12 national public holidays, varying slightly from year to year.
• Workers' Compensation: Employers must insure employees through the national social security system for occupational accidents and work-related illnesses.

• Tax Residency: Individuals are generally considered tax residents if their principal home or centre of economic interests is in Chad or if they spend more than 183 days in the country during a tax year.
• Residents: Taxed on employment income earned in Chad and, where applicable, other taxable income according to domestic tax legislation.
• Non-Residents: Generally taxed only on Chadian-source income.
• Tax Year: January 1 – December 31.
• System: Progressive personal income tax system with rates up to 30%.
• Double Taxation Treaties: Chad has a limited treaty network, primarily with several African and French-speaking jurisdictions.