Sierra Leone EOR & PEO

Your company can work with an EOR in Sierra Leone to help you recruit, hire, and maintain your local staff. These are the services an EOR typically provides:

1. Hiring your employees: Once you let the EOR know how many employees you need as well as the positions that need to be filled and the requirements for them, the EOR gets to work. It uses its talent pool, networks, and local recruitment strategies to find you appropriate candidates. If you accept the candidates it puts forward, the EOR will hire them directly and thus become their sole legal employer in Sierra Leone.
2. Managing employment contracts and onboarding: The candidates that the EOR selects are normally given the opportunity to negotiate the terms of their contracts directly with you. Once you’ve agreed on these terms, the EOR will write them up in contracts that follow the employment regulations set out in Sierra Leone. While the EOR will sign these contracts with the employees, it’s made clear in them that they’ll work for your company directly, and you’ll handle their day-to-day management. The EOR will onboard your new employees by collecting their information, entering them into employee databases, and registering them with the local tax and social security authorities.
3. Processing payroll and handling employment taxes: Because payroll processing requires an in-depth knowledge of local tax and employment statutes, the EOR will normally handle this function on your behalf as well. Each pay period it will ask you for days worked data and use that to calculate gross salaries for your Sierra Leonian workers. It will deduct taxes and remit these payments, plus calculate and pay social security contributions from both you and the employee. Your company will need to provide all of these funds, the remainder of which, the workers’ net salaries, will be dispersed to them by the EOR.
4. Administering benefits: If you offer any additional benefits to your workers as part of their compensation packages, the EOR can also manage their administration. It can help to sign workers up for programs such as private insurance or pension funds and then manage regular contributions to them.
5. Taking care of exit procedures: While you can let the EOR’s staff know when you need to terminate workers, it’s up to them to work through the proper exit procedures. You can let them know your reasons, and they’ll assess the legality of the termination. After that, they’ll decide what notice periods and severance pay might be necessary, if any, and take care of these for you.