Employee benefitsin Chad

During pregnancy and childbirth leave, the employer meets maternity medical-care costs under the applicable collective arrangements to the extent they are not covered by social insurance. This medical-care duty is distinct from the woman’s cash maternity payment and from optional private insurance.

The National Social Insurance Fund’s occupational-risk branch provides temporary-incapacity benefits, permanent-disability payments and survivor protection. The employment relationship is protected during a work injury or occupational disease until recovery or determination of permanent incapacity. A qualifying commute or employer-funded work journey can fall within work-accident protection.

An employee medically declared permanently incapable following a work injury or occupational disease receives an employer service payment after one year. It uses the ordinary severance calculation base but 30% per year for the first five years, 35% for the next five and 40% thereafter. This payment does not accumulate with ordinary dismissal compensation; notice and unused-leave compensation remain separate where due.

Employers arrange the occupational-health services, recruitment medical examination and periodic examinations required for their establishment. Medical facilities and staffing depend on the establishment’s size and implementing rules. Occupational prevention and medical supervision are distinct from voluntary insurance for ordinary treatment.

Humanitarian organisation Secours Islamique France’s August 2026 programme-coordinator package in N’Djamena includes health insurance with a stated 60% employer share of its cost. This support belongs to that renewable humanitarian assignment and follows the insurance arrangement’s eligibility and treatment conditions.

An insured worker can request early retirement from age fifty for personal reasons or medically certified premature loss of capacity. Prior National Social Insurance Fund approval is required, with cessation of salaried work, fifteen years of registration and 180 insurance months including sixty in the final ten years. The ordinary early pension is 30% of average monthly remuneration at 180 insurance months, plus one percentage point per additional twelve months, capped at 80% and subject to a minimum of half the legal minimum wage. A qualifying need for another person’s assistance adds 40% of the pension.

The National Social Insurance Fund’s ordinary old-age pension begins from age sixty, with the required registration and insurance history and permanent cessation of salaried employment. A claim includes employment and salary records and retirement/cessation documents. Pensioners provide annual proof of life and confirmation that they are no longer in salaried work.

Public officials seconded into private employment use a reduced National Social Insurance Fund contribution for family/maternity and occupational risks. The employer pays 11.5% in total, comprising 7.5% family/maternity and 4% occupational risks. This exception is separate from the ordinary private employee’s pension split.

The National Social Insurance Fund, known locally as CNPS, funds pensions, family and maternity benefits, and occupational risks. Employers pay 16.5% of assessable monthly remuneration: 5% for pensions, 7.5% for family and maternity, and 4% for work injury. Employees contribute 3.5% for pensions. The contribution ceiling is XAF 500,000 a month; a payroll percentage applies only to its lawful assessment base.

After at least two years with the employer, a qualifying dismissal brings employer-funded compensation separate from notice and unused leave. The base is average gross monthly salary over the final twelve months, excluding family-charge allowances. Each service year earns 25% for the first five years, 30% for the next five and 35% thereafter, with service calculated from effective or equivalent months. Previous severance paid for the same employer is deducted as the Code requires.

Humanitarian organisation Secours Islamique France’s August 2026 N’Djamena coordinator package pays the full cost of repatriation insurance. The insurance supports a covered return under its policy conditions; it is distinct from a cash relocation allowance and ordinary home-visit flights.

Under the General Collective Agreement, annual leave increases by two working days after ten years, four after twenty and six after twenty-five years; these additions do not accumulate with each other. Employed mothers receive one extra working day each year for every dependent child under fourteen registered with the civil authorities.

Employees earn two working days of employer-paid annual leave per month of effective service, normally twenty-four working days over a full year. Leave becomes usable after one year and must be taken within the following twelve months. Previous paid leave, work injury, maternity absence and up to six months of certified sickness preserve accrual.

Employees are told their leave dates at least fifteen days in advance. Splitting leave requires agreement and at least fourteen consecutive days of rest, including any weekly rest days and holidays. The leave allowance preserves the corresponding average remuneration from the preceding twelve months, with statutory expense/risk and certain in-kind exclusions, and is paid in full before departure. Accrued leave is paid when employment ends; replacing statutory leave with cash during employment is invalid.

Certified non-occupational sickness protects the employment contract for at least the first six months, subject to the Code’s limited exceptions. Employer wage protection under the Code follows the applicable notice period. The General Collective Agreement improves payment: below twelve months’ service, full pay follows the notice duration; above twelve months, three months at full pay then three at half pay; above five years, six months at full pay. The agreement aggregates paid sickness across the year rather than granting a fresh allowance for every illness.

The General Collective Agreement provides two days for the employee’s marriage, one for the marriage of a child or sibling, four for the death of a spouse or direct descendant, such as a child or grandchild, and one when the employee’s wife gives birth. Granted paid family permissions do not reduce annual leave within ten days a year. Birth and death absences must be reported within forty-eight hours; other requests are made forty-eight hours ahead. An agreed extension for travel is unpaid and at the worker’s expense.

The Labour Code permits six months of unpaid leave to care for the worker’s child, renewable once. Employment can also be suspended for up to three months to assist a sick spouse. These protected-absence arrangements are distinct from paid maternity and paid family-event permissions.

A salaried woman registered with the National Social Insurance Fund can claim a maternity cash benefit for the six prenatal and eight post-birth weeks. The claim requires proof of at least six months of salaried employment, cessation of work, the child’s birth certificate and the latest payslip, along with the fund’s application and work-resumption documents. Leave entitlement and cash-benefit qualification are distinct.

Maternity leave normally begins six weeks before expected birth and lasts until eight weeks after actual birth. Early birth does not reduce the fourteen-week total; a late birth preserves eight post-birth weeks. Medically certified pregnancy or childbirth illness can extend the prenatal and postnatal periods by three weeks respectively. The employer cannot require work during the statutory protected periods, and the collective agreement requires the eight post-birth weeks to be taken. The Labour Code separately prohibits work during the four weeks before expected birth and six weeks after birth; the collective eight-week post-birth rule is more protective.

For fifteen months after childbirth, a mother can take breastfeeding breaks totalling up to one hour per working day. The breaks count as paid working time. A woman whose pregnancy is apparent or medically certified, and during the fifteen months after birth, can leave employment without ordinary notice or notice compensation.

Within the General Collective Agreement’s scope, an employee receives one paid day when the employee’s wife gives birth. It forms part of family-event permissions, which do not reduce annual leave within ten days a year. The employee must notify the employer within forty-eight hours after stopping work; an agreed travel extension is unpaid.

The National Social Insurance Fund pays dependent-child allowances from birth to age fourteen, extended to twenty while the child studies. Family-benefit access requires the applicable salaried activity, civil-registration and residence conditions; the fund’s guide requires six consecutive months of work and residence of the worker and children in Chad. A birth-related allowance is restricted to the first three dependent children from a civil-registered marriage.

Chad distinguishes paid non-working holidays from other statutory non-working holidays. The paid group preserves monthly, fortnightly and weekly pay and compensates hourly or daily workers for the wages lost. Work on a paid holiday brings the ordinary pay plus an equal holiday indemnity under the decree. Other non-working holidays do not automatically create the same paid entitlement. The automatic Sunday-to-Monday rule belongs to the paid statutory group, not every religious or commemorative holiday.

Within the General Collective Agreement’s scope, a worker with three years of continuous service receives a seniority bonus equal to 3% of the minimum salary for the worker’s classification, calculated using the normal work schedule. Certain protected absences preserve service; service already compensated under an earlier severance or seniority-based payment is treated under the agreement’s deduction rules.

Under the General Collective Agreement, an employer moving a worker away from the recruitment location provides housing or a compensating allowance. The Labour Code also requires employers to arrange suitable housing and essential food where the worker cannot obtain them by their own means, with reimbursement governed by agreement. These are conditional duties, rather than an automatic allowance for every employee.

Covered employment-related relocation includes employer-funded travel and baggage for the worker, spouse and minor children normally living with the worker. Leave at the recruitment location carries the statutory travel time. The return journey depends on the employment continuing and the worker being fit to resume; when leave is split, the employer funds travel for the longest part.

Humanitarian organisation Secours Islamique France’s August 2026 coordinator package in N’Djamena includes guest-house accommodation and a daily living allowance. The assignment arrangements determine occupancy, eligible costs and payment; this is a humanitarian employer’s package for that role.

Humanitarian organisation Secours Islamique France’s August 2026 N’Djamena coordinator package includes a break allowance at the three- and nine-month assignment points, and employer-funded return flights between the mission and home at six and twelve months. The allowance is separate from leave duration, while the flights support travel under the assignment’s eligibility terms.

An employee supplies paid work under another person’s direction and authority. The Labour Code applies to work performed in Chad, regardless of nationality or where the agreement was signed. A genuine independent contractor agrees commercial services separately; a consultancy label does not decide the legal relationship.

Employment may be proved by any means. A written agreement records any agreed trial period. Indefinite contracts, foreign-worker contracts, recruitment requiring relocation and fixed terms longer than six months require approval by the National Employment Promotion Office before work begins. The employer obtains the approval; the authority ordinarily has thirty working days to respond.

A written fixed-term agreement normally lasts no more than two years and can be renewed once. Short contracts can have further renewals only within the statutory two-year aggregate limit. Continued employment after the end date becomes indefinite employment. Replacement, seasonal and temporary-work contracts have separate end-event rules.

Pay is made in legal tender at the workplace or a nearby employer office, subject to the legal exceptions. Monthly wages are due no later than eight days after the wage month ends. Employers issue an individual payslip. On termination, salary and allowances are paid when service ends, subject to the court’s disputed-payment procedure.

The non-agricultural minimum wage is XAF 355 an hour. A monthly-paid worker under the thirty-nine-hour week receives at least 169 hourly units, or XAF 59,995 a month. Agriculture uses XAF 302.80 an hour and 200 monthly units, or XAF 60,560 a month. Occupational and collective minima can require more.

Under the General Collective Agreement, overtime supplements basic hourly salary by 10% for the first eight extra hours and 25% thereafter. Night overtime and daytime overtime on a weekly rest day or holiday attract a 50% supplement; night overtime on those rest days or holidays attracts 100%. These percentages supplement ordinary pay. Applicable sectoral provisions and more favourable arrangements remain relevant.

Employees receive at least twenty-four consecutive hours of weekly rest, normally on Sunday. Regulated activities can use rotating or compensating arrangements. Women and workers under eighteen also have at least twelve consecutive hours of daily rest; apprentices and workers under eighteen retain Sunday rest.

The ordinary non-agricultural working week is thirty-nine hours. Agriculture uses a 2,400-hour annual limit. Employers can impose up to ninety-four overtime hours in a calendar year through the prescribed notice and labour-inspector communication procedure; beyond that, implementing rules govern authorisation. Except for regulated exceptions, total work cannot exceed eleven hours a day or fifty-four hours a week.

Indefinite-contract probation, including any renewal, is capped at six months for executives, three months for employees, technicians and supervisors, and one month for other workers. Fixed-term contracts have a worker-protective trial of one working day per planned workweek, capped at fifteen working days; replacement contracts use eight working days. Employer-benefiting trial rights must be expressly agreed.

For indefinite employment, employer dismissal notice is fifteen days in the ordinary short-service case, one month once the employee has one year’s seniority, and two months from three years. Serious misconduct can remove notice, subject to judicial review. The unserved portion is compensated with the pay and benefits that would have been earned. A longer applicable agreement can improve these terms.

During notice, the Labour Code grants one paid day a week to look for new work, taken together or hour by hour; unused days accumulate. Within the General Collective Agreement’s scope, this improves to two days a week or two hours each working day. The parties arrange the schedule; a worker required by the employer to forgo the agreed time receives the corresponding payment.

Employers remit both their own and employees’ deducted National Social Insurance Fund contributions. Employers with at least twenty staff pay monthly; smaller employers and household employers pay quarterly. An employment termination is reported through the required cessation certificate.