Djibouti EOR & PEO

In Djibouti, an EOR works by connecting local workers looking for opportunities with foreign businesses that require a Djibouti labor force. It does this by agreeing with the client business to provide quality local workers for a certain number and range of positions. It then acts as an employer within Djibouti on behalf of that client. The EOR hires and maintains all necessary workers, continuing to administer their employment from contracting and payroll to benefits and termination while assigning each worker to a role within the client business.

Among the steps involved in providing this service, an EOR will:

1. Hire your employees: The first service performed by a Djibouti EOR is recruitment. As soon as it knows what roles must be filled, the EOR will begin sourcing the right workers. It may do this by consulting an existing roster of talent or by advertising for each position individually. Any appropriate interviews and assessments will be held before the successful applicants are chosen and offered terms.
2. Manage employment contracts and onboarding: Once terms have been agreed with each successful worker, the EOR will draft contracts to be signed and confirm the beginning of employment. It will then complete all legally required onboarding in addition to any process requested by the client company. Once this is done, each worker will be introduced to the business and assigned to their new role.
3. Process payroll and handle employment taxes: While each worker’s day-to-day duties are performed under the management of the client business, the Djibouti EOR continues to be their official employer. This means, using funds provided by the client business, the EOR will fulfill payroll for each worker directly and handle any taxes and other deductions on their behalf. Should any disputes arise, they will also be settled by the EOR.
4. Administer benefits: Every worker in Djibouti is entitled to certain benefits such as annual leave, sick leave, and other paid absences. They may also be due bonuses or allowances, either those decreed by local law or those contractually agreed at the time of hire. As the employer, the EOR is responsible for administering these.
5. Take care of exit procedures: Every employment which has a beginning, also has an end. Whether that is due to retirement, the employee finding a new opportunity, disciplinary dismissal, a change of employer requirements, or any other reason, the end of a term of employment always requires certain protocols must be followed. Just as it was responsible for hiring and managing the worker throughout their employment, the EOR must ensure all exit procedures are carried out in full compliance with local regulations.