What employment conditions should I consider for my business in Benin ?
by Sylvain Djabo, director Job Booster Benin
Le Bénin a fait des progrès significatifs sur la voie du développement économique. Cependant, la croissance ne doit pas se faire au détriment de la dignité des travailleurs. Un marché du travail sain et formel est le pilier d'une société stable et prospère. Malgré les efforts du gouvernement, de nombreux défis persistent : un taux de sous-emploi élevé, une forte précarité dans le secteur informel, et des inégalités persistantes en matière de rémunération et de protection sociale.
In Benin, every employer has the right to freely recruit their staff, subject to compliance with the legal and regulatory provisions in force. This freedom is governed by the principles of non-discrimination. Since 2017, hiring conditions in Benin have been primarily governed by Law No. 2017-05 of August 29, 2017, which supplements the Labor Code (Law No. 98-004 of January 27, 1998).
Purpose and challenges of the legal framework for hiring in Benin
The legal framework for hiring in Benin, while intended to protect workers, presents several challenges and problems that hinder both employers and employees. These problems are often the result of a gap between the law and the country's socio-economic reality.
Guaranteeing decent employment for young people
Launching a social enterprise in Benin involves undertaking a dual challenge: achieving economic viability while maximizing a positive social impact. A fundamental aspect of this approach is the establishment of employment conditions that not only comply with legislation, but also reflect the company's ethical values.
Beninese youth, dynamic, talented, and the driving force behind this development, face persistent challenges in accessing employment. Many young people find themselves in precarious situations, with informal contracts, insufficient wages, and few prospects for advancement.
As a director of a social enterprise, I believe the essence of a social enterprise is going beyond legal obligations to create a positive impact. In terms of employment, this translates into practices that promote employee well-being and development. Going beyond legal obligations requires the following conditions :
- Fair pay: Bien que Salaire Minimum Interprofessionnel Garanti (SMIG) au Bénin soit 52 000 F CFA par mois depuis le 1er janvier 2023, soit le minimum légal, je pense que les employeurs peuvent choisir de proposer une rémunération plus élevée, reflétant le coût de la vie et la reconnaissance des compétences de leurs employés. L'équité salariale entre hommes et femmes pour un travail égal est aussi un pilier, qu’on ne doit perdre de vue.
- Skills development: Investing in ongoing employee training is a way to strengthen team capacity and increase social impact. This can include technical training, but also personal or leadership development.
- Working environment: Creating a positive and inclusive corporate culture is crucial. This includes implementing policies on non-discrimination, workplace safety, and transparent communication.
- Social benefits: Beyond CNSS contributions, offering additional benefits such as health insurance, performance bonuses or flexible leave strengthens the company's attractiveness and employee loyalty.
Conclusion
I amconvinced that an employment policy that places the dignity of workers at the center of its concerns is not only a moral requirement, it is also a strategic investment for the development not only of businesses but also of Benin. Dignified work is the foundation of a flourishing economy and a fairer society.
