Employee benefitsin Togo

Togo’s universal health insurance, Assurance Maladie Universelle (AMU), pays for covered consultations, medicines, hospital care, diagnostic tests and maternity care through contracted providers. The National Social Security Fund administers this protection for private-sector workers. Covered care is generally reimbursed at 80% of the reference tariff, leaving the insured person 20%; charges above that tariff remain separate. Treatment abroad and non-contracted providers are excluded unless an exception applies.

Access requires registration, a three-month waiting period and current contributions. Eligible dependants include legal spouses and up to four dependent children through age 21, extended to 26 for unmarried children in higher education or apprenticeships. Qualifying permanently disabled dependent children have no age limit. Dependants must not hold equivalent insurance in their own right; extra dependants can be added with the corresponding contributions.

Gozem’s Togo e-commerce account-manager advertisement includes a health-insurance package. The employer’s policy determines enrolment, covered treatment and employee costs.

Gozem’s Togo careers page describes free medical consultations, screening and health advice provided for employees and communities through its preventive-health activities.

The National Social Security Fund pays a normal retirement pension from age 60 to insured private-sector workers with at least 180 months of insurance who stop salaried activity. Workers reaching 60 with at least 12 insured months but fewer than 180 receive a single old-age allowance instead. Voluntary early retirement can begin at 55 for workers meeting the insurance requirement, with a 5% reduction for each year taken early.

Core social security contributions total 21.5% of assessable pay: 17.5% from the employer and 4% from the employee. The employer portion comprises 12.5% for pensions, 3% for family and maternity benefits, and 2% for occupational risks. Assessable pay includes cash and in-kind remuneration, while genuine expense reimbursements and family benefits are excluded. The assessment base cannot fall below the legal minimum wage. Universal health insurance contributions are additional.

An employee on an indefinite contract who is dismissed after at least twelve uninterrupted months with the same employer receives a dismissal indemnity, except for serious or gross misconduct. Using average monthly total remuneration over the preceding twelve months, the statutory formula grants 35% for each year in the first five years, 40% for each year from six through ten, and 45% for each year above ten. More favourable collective terms can apply. This payment is separate from notice compensation and final wages.

Employees dismissed for economic reasons receive an additional employer-paid support payment of at least one month’s gross salary, exempt from tax. This is additional to notice compensation and the dismissal indemnity. They also receive priority for re-employment for 24 months after termination; the protection applies to individual and collective economic dismissals.

Employees accrue employer-paid annual leave at 2.5 days for each month of effective service. The right to take leave normally matures after one year, although employer and employee can agree to proportionate leave after six consecutive months. Leave can be postponed by agreement, but the qualifying service period cannot exceed two years. Accrued leave is compensated when employment ends; paying cash instead of leave during employment is generally prohibited.

A medically certified non-occupational illness suspends the employment contract. The first five absence days in a calendar year are paid in full. Without more favourable collective terms, subsequent employer compensation is half salary for up to 30 days below one year of service, two months above one and below five years, and four months from five years. Applicable collective agreements can provide longer periods of full and half pay.

During the fifteen months following birth, a mother is entitled to breastfeeding breaks totalling up to one hour per working day. The law also protects against dismissal during pregnancy, maternity leave and this breastfeeding period except for serious misconduct.

Employees can take 14 consecutive weeks of maternity leave, including at least six weeks after birth. A late birth extends prenatal absence without reducing the postnatal period. A medically supported extension of three weeks is available for pregnancy or childbirth illness, multiple births, or specified health and disability needs of mother or child. The National Social Security Fund pays the maternity indemnity at full replacement: the social-insurance daily calculation uses contributory remuneration from the preceding three calendar months divided by 90. Insured women must stop work and normally have twelve months of registration before the expected birth.

During annual leave, the employer pays a leave allowance equal to one twelfth of the qualifying remuneration earned over the preceding twelve months. Performance premiums are excluded from that calculation. More favourable contractual or collective terms can apply. When leave is split, the allowance follows the corresponding leave period.

A Gozem Togo customer-support role offers an annual bonus of zero to 4.5 additional months of salary, paid the following year. This company-specific variable payment is separate from an automatic thirteenth month.

Gozem’s Togo careers page describes internal distinctions, challenges and occasional rewards recognising employees. Awards follow company decisions and do not establish a standard cash value or grant frequency for other employers.

For an employee working remotely, the employer supplies the materials, technical resources and technology needed for the job. If the employee instead uses personal resources, the employer pays compensating remuneration. The legal obligation is tied to the remote-work arrangement; it is distinct from a discretionary technology perk.

Remote work can be established through collective terms, work rules or agreement with employees and their representatives. Remote employees retain the same rights as colleagues on the employer’s premises. The employer supplies the necessary technical and material resources or compensates workers using their own equipment. An accident occurring at the remote workplace while performing work is treated as a workplace accident.

Gozem’s Togo customer-support recruitment package includes access to company travel and delivery benefits. These are company-specific employee perks; the advertisement does not set a countrywide commuting allowance.

Gozem’s Senior Growth Analyst role available in Lomé includes technology support compensating the use of personal equipment. The employer’s terms set the amount; this example does not establish a nationwide equipment allowance.

A Gozem quality-assurance engineering role available in Lomé combines office work with possible remote working time agreed with the manager. This role-specific arrangement does not establish a nationwide right to a fixed number of homeworking days.

An employee works for remuneration under another person’s direction and authority. The legal test depends on that relationship rather than the parties’ labels or legal form. A genuinely independent service provider does not automatically receive employer-paid leave, notice or employment benefits from a client, while independent-worker social-insurance duties remain separate.

Indefinite employment is the default where a contract fails the requirements for another authorised form. Fixed-term contracts must be written, apart from specified casual hourly or daily work, and are reserved for precise temporary tasks. The initial fixed term is limited to two years, with renewals capped at four years in total. Hiring a foreign national generally requires prior authorisation and a written contract endorsed by the labour authority, subject to treaty and reciprocity exceptions.

Monthly-paid workers must be paid at intervals no longer than one month, with payment due within eight days after the earning month ends. Daily or weekly workers are normally paid at intervals no longer than fifteen days. Wages must use Togo’s legal currency and be documented. Salary and termination indemnities become payable when service ends, subject to the statutory court-deposit process for disputed sums.

The guaranteed minimum wage for private-sector work is XOF 52,500 per month, or XOF 302.89 per hour, effective from 1 January 2023. The agricultural minimum has the same stated rates. A role’s applicable collective classification can require a higher wage.

The normal non-agricultural workweek is 40 hours, with a daily limit of ten hours under the general rule. Agricultural work has a 2,400-hour annual standard. Overtime attracts a pay premium under the applicable collective agreement and is normally limited to twenty hours weekly; urgent-work exceptions have separate rules. Weekly rest is at least 24 consecutive hours, normally Sunday. Senior executives meeting the statutory autonomy and pay criteria are excluded from the working-time chapter.

For indefinite contracts, the Labour Code caps probation at eight days for hourly workers, one month for ordinary employees, three months for supervisors and technicians, and six months for executives. The first three categories can be renewed once; the executive period cannot. Fixed-term-contract probation is limited to one non-renewable month. Probation and its renewal must be recorded in writing, and the time counts towards service-based rights.

Before an individual dismissal, the employer summons the employee to an explanatory meeting with at least 48 hours’ notice and permits assistance by an eligible colleague or union representative. A reasoned dismissal letter follows no earlier than 24 hours and no later than fifteen days after the meeting. An employee being dismissed has one fully paid job-search day each week during notice. Failure to give required notice generally entails pay and benefits in lieu, while serious misconduct can remove that right.

Universal health insurance is financed by a separate 10% contribution. Employers pay at least 5% and workers fund the remainder, unless the employer assumes more. This health contribution sits alongside the pension, family-benefit and occupational-risk contributions collected by the National Social Security Fund.

Subject to reciprocity and applicable treaties, hiring a foreign national requires prior hiring authorisation and a written employment contract endorsed by the labour authority. The employer applies for the authorisation and contract endorsement and must support the transfer of skills to local employees. The contract endorsement is valid for up to two years, renewable once, with further limited ministerial extension tied to a local training plan. A visitor or business visa alone does not replace employment authorisation.