Hire and manage employees in Gambia through Charter Pay's Employer of Record (EOR) service. We coordinate employment agreements, onboarding, payroll and local statutory administration.
Talk to our teamWhen building a workforce in Gambia, assess written employment terms, work eligibility, payroll withholding, mandatory contributions, employee protections and the actual contractor relationship.
Before hiring in Gambia, consider contract requirements, employee benefits and leave, registration steps, local eligibility and termination protections. Workplace documentation and communications may involve English and local Gambian languages.
Payroll in Gambia should be reviewed with reference to Gambian dalasi (GMD), any mandatory income-tax withholding, social contributions and local filing timetables. Exact treatment should be confirmed under current law.
Charter Pay supports EOR hiring in Gambia, including employment contracts, statutory administration and payroll. For independent contractors, we can advise on appropriate classification and contracting arrangements.
Charter Pay coordinates people-led service delivery rather than requiring customers to administer another software platform. Local delivery and compliance responsibilities are agreed for each engagement.
Tell us the role, worker location, estimated start date and whether you already operate through an entity in Gambia.
We clarify whether employment or independent contracting is appropriate, confirm country-level partner availability and agree documentation, costs and responsibilities.
When an arrangement is approved, we coordinate the agreed onboarding, payroll, employment records or contractor administration for Gambia.
Key employment rules and practical issues to review when engaging a team in Gambia, from contracts and payroll to paid leave and the end of employment.
The framework to review includes the applicable Labour Act and industrial relations regulations. Use locally appropriate terms for remuneration, probation, fixed-term work and the job location, including employment documents in English and local Gambian languages where required.
Review sector wage provisions, normal hours, overtime and weekly-rest obligations for the employee's role.
Check annual leave, maternity leave and sick leave provisions for the particular employment category and collective agreement.
Plan PAYE income-tax withholding and applicable social security or injury compensation obligations. Payment and employee records should account for Gambian dalasi (GMD).
Review notice periods, employee consultation and disciplinary or dismissal rules under the applicable Labour Act and industrial relations regulations. Check final wage, accrued leave and any severance obligations before ending employment.
Determine visa and work-authorization requirements for non-citizens of Gambia. A written services agreement alone does not make an employee an independent contractor; classification depends on actual working practices.
Relevant legal framework: the applicable Labour Act and industrial relations regulations.
Overview only; local law, entitlements and regulatory practice must be verified before engagement.
Indicative payroll taxes for Gambia. Review currency, tax residency, earnings base, applicable reliefs and local statutory contribution rules when preparing payroll.
Annual taxable income following 2025 budget changes (GMD)
National Provident Fund contributions: 5% of covered basic salary.
National Provident Fund contributions: 10% of covered basic salary.
The zero-rate personal tax threshold increased to GMD 36,000 annually in the 2025 approved budget. Employment injury insurance and other employer-specific schemes should be checked separately.
This is a planning reference, not legal or tax advice. Confirm current rates, thresholds and employer registration before running payroll.
Tell us whether you need EOR or existing-entity payroll in Gambia. We can scope the practical next steps.
