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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Angola has a growing young population, with a significant portion of the labor force engaged in the informal sector. The untapped young workforce has attracted foreign companies to invest in the country.
The government in Angola is actively implementing reforms to enhance the labor market. Reforms include improving labor regulations, expanding access to education and training, and fostering job creation.
Portuguese is the official language, reflecting the country's colonial history. Employment contracts must be in Portuguese, although translated copies may be provided.
Written contracts are not always mandatory, except for fixed-term and foreign non-resident contracts. Having written contracts for all employees is considered good practice for clarity and dispute resolution.
In Angola, it's crucial to strictly adhere to employment and labor laws. When hiring in the country, a written contract should include:
Probation period isn't mandatory, but it usually lasts for two months. If needed, both parties can extend it in writing. Extensions can be up to four months for complex technical roles and up to six months for managerial positions.
Working hours follow the General Labour Law, which tailors conditions to each company's activity. The regular maximum workday is 8 hours, and the weekly limit is 44 hours.
The maximum overtime is two hours a day, 40 hours a month, and 200 hours a year. For the first 30 overtime hours, rates vary by enterprise size, and beyond that, different rates apply as follows:
The national minimum wage in Angola is 32,181.15 AOA, with variations across different industries.
It is mandatory to provide a 13th and 14th salary in Angola. The 13th salary includes 50% designated for a vacation bonus, to be paid before an employee takes vacation. The 14th salary serves as a Christmas bonus.
Individual income tax in Angola is calculated using progressive rates ranging from 0% to 25% as follows:
Employers contribute 8% to social security. This covers old age and survivor benefits. The old age pension kicks in at 60 or earlier with enough contributions. Women get a reduction in retirement age for each childbirth. The survivor pension is granted if the deceased had enough contributions, benefiting a widow(er), parents over 50 who couldn't work, and orphans with a significant loss of earnings capacity. The widow(er)’s pension stops if they remarry.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Angola tailored to your needs.
Angolan employment law prioritizes employee protection. Both parties can mutually terminate the employment contract. Generally, employers can only terminate employees for:
Executives, middle-level technicians, and high-level technicians in Angola have a 60-day notice period, while general employees have a 30-day notice period.
Severance pay is calculated at one month’s salary for the initial five years of employment, decreasing to half the monthly salary for each subsequent year.
Angola has a total of 12 public holidays when employees can take time off from work.
In Angola, social benefits provided by the Instituto Nacional de Seguranca Social (INSS) cover situations of income loss from work, as outlined by law. Benefits include:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
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