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Whether you're hiring your first employee or expanding an existing team, understanding the local employment landscape is essential. From visa requirements and statutory benefits to payroll taxes and regulatory oversight, this section provides a practical overview of what employers need to know to stay compliant and operate effectively in
The DRC offers two main work authorization types:
• Standard Work Permit — valid 1–2 years for foreign employees on local contracts.
• Work-Specific Visa — a 1-year, non-renewable visa for temporary assignments.Provincial offices may receive applications, but all approvals are centralized at national level (Ministry of Labour & DGM).
• Payroll Frequency: Monthly.
• Income Components: Salary, bonuses, overtime, allowances, and certain benefits in kind.
• Deductions: Employee portion of INSS; IPR may be reduced by 2% per dependent (max 9).
• Employer Contributions: INSS, INPP, ONEM.
• Benefits-in-Kind:
• Minimum Wage: CDF 7,075/day.
• Contracts may be fixed-term or open-ended.
• Probation: 1 month for unskilled work; up to 6 months for specialized roles.
• Notice Period: 14 working days + 7 days per full year of service.
• Working Hours: 45 hours/week.
• Overtime Rates:
• Termination:
• Severance: Payable for open-ended contracts; based on salary & service length.
• Non-Compete: Allowed if included in contract.
• Taxable Income: IPR limited to 30% of taxable wages.
• Tax Year: 1 January – 31 December.
• Tax Method: Progressive (3–40%).
• Special Expat Tax: IERE applies to remuneration paid to expatriates.
• Tax Residency:
Individuals are residents if they:
• Double Tax Treaties: Several treaties in force.
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