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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Tanzania has seen remarkable economic growth, averaging nearly 7% annual GDP increase since 2000, positioning itself as a leading economy in Africa.
The active involvement of the private sector has been instrumental, driving employment, innovation, tax revenue, and fair competition. Transit trade plays a vital role in economic growth and local enterprise development, with the government promoting it to enhance prosperity.
Transit trade plays a vital role in economic growth and local enterprise development, with the government promoting it to enhance prosperity.
Notably, the removal of value-added tax (VAT) on ancillary transit services underscores the importance of transit trade in facilitating economic transformation and regional trade, showcasing its significance in Tanzania's economic landscape.
The labour laws in Tanzania mandate that all employees, excluding those with less than 6 days of employment, must be provided with a written employment contract, whether it is of a definite or indefinite nature. This contract is required to encompass the following necessary details:
In Tanzania, there is no specific legal requirement for probation periods. However, it is specified that employees cannot assert a claim of unfair dismissal if termination occurs within the initial 6 months of service.
In Tanzania, a standard work week comprises 45 hours, with a maximum of 9 hours per day. Additionally, employees may be obligated to work for 6 days a week under the applicable labour regulations.
In Tanzania, overtime requires mutual agreement between the employee and employer, with a maximum limit of 12 hours worked in a day. The cumulative overtime hours are limited to 50 hours within a 4-week period, compensated at a rate of 150% of the regular pay. On public holidays, the compensation for hours worked is set at 200% of the regular pay rate.
The monthly minimum wage in Tanzania is industry-specific, meaning that different sectors may have distinct minimum wage standards.
There are no legal provisions in Tanzania concerning 13th-month salaries.
Individuals who are residents in Tanzania, excluding short-term residents, are obligated to pay income tax on their global income. The following are employee income taxes in Mainland Tanzania.
In Tanzania, employees aged 60 or above qualify for old-age pension with a minimum contribution of 180 months (NSSF, LAPF, and PSPF) or 120 months (PPF). Pension can also be received at any age due to permanent emigration, provided covered employment ceases.
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 Tanzania tailored to your needs.
Termination in Tanzania requires the provision of a written notice, which indicates the reason for termination and the specified termination date.
Notice periods in Tanzania, although permissible to be compensated instead, depend on the type of employee service:
In Tanzania, employees are eligible for severance pay after completing 12 months of service. The severance pay is calculated at 7 days' pay for each year of service, with a maximum cap set at 10 years.
Tanzania observes a total of 15 public holidays in a year:
Tanzania’s National Security Fund employee benefits include the following:
Legal and compliance experts are readily available to provide guidance and case-by-case Q&A support.
By leveraging dedicated support from in-house legal and compliance experts for case by case questions and more.
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