Angola is a Southern African nation whose varied terrain encompasses tropical Atlantic beaches, a labyrinthine system of rivers, and the Sub-Saharan desert that extends across the border into Namibia. Angola is bordered to the far northwest by the Republic of the Congo, to the north and northeast by the Democratic Republic of the Congo, to the southeast by Zambia, to the south by Namibia, and to the west by the Atlantic Ocean. Oil production and the supporting activities are vital to the economy, contributing about 45% to GDP and 90% of exports.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Angola.
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Capital :
Luanda
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Currency :
Angolan Kwanza (Kz, AOA)
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Languages spoken :
Portuguese
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Population :
33.93 million (2021 est.)
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Minimum wage 2023 :
Kz 32,181.15 per month
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Cost of Living index :
$
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Payroll Frequency :
Monthly
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VAT - standard rate :
14%
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GDP - real growth rate :
0.7% (2021 est.)
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The national holidays mentioned below are valid for the year 2024.
The approximate time for sharing the contract with an employee in Angola is 14 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
An employee can work a maximum of 44 ordinary hours in a week. The employee’s daily work hours cannot exceed eight hours per day.
The daily working hour limit may also be extended to 10 hours a day not including overtime when the work is intermittent or requires the sole presence of the employee and the employer adopts shift, modular, or variable working hours.
The maximum overtime duration is fixed as follows:
During the first 30 hours of overtime, overtime is paid at the following rates:
| Enterprise Size | Overtime Rate |
| Large enterprises | 150% |
| Average enterprises | 130% |
| Small Enterprises | 120% |
| Micro-enterprises | 110% |
For all the hours exceeding 30 hours, i.e. 31st hour and all thereafter, overtime is paid at the following rate:
| Enterprise Size | Overtime Rate |
| Large enterprises | 175% |
| Average enterprises | 145% |
| Small Enterprises | 120% |
| Micro-enterprises | 110% |
The duration of the probation period for indefinite contracts is 60 days. Parties may agree to reduce it.
The probation period can be increased to up to four or even six months for highly qualified workers who perform complex jobs and of difficult application, and up to six months for workers who perform jobs of high technical complexity or have management and leading functions, whose exercise demands high academic education.
The duration of the probation period for fixed-term contract workers is either 15 or 30 days, according to the level of skills demanded by the work.
In the event that one of the parties does not intend to renew the contract whose duration is equal to or greater than three months, a prior notice of 15 working days is mandatory.
A 30-day notice period applies to individual termination for objective reasons and a 60-day notice period applies to collective dismissal. The prior notice must mention the date on which the contract.
The employee may terminate the employment contract without just cause through a prior written notice, with a 30-day advance, regardless of the duration of the employment agreement.
If a party is unable to provide the prior notice period, they have to pay compensation in lieu of notice.
An employee who has completed one year of employment with an employer is entitled to paid vacation for a period of 22 days. This period of leave is exclusive of weekends, compensatory rest days, and public holidays.
The right to vacation related to the work performed this year is acquired on January 1st of the following year and can be taken from the moment when six months of effective work are completed.
Female employees who have children under the age of 14 are entitled to one additional day of leave for each child. Disabled employees are entitled to five additional days of annual leave.
An employee is entitled to take time off from work in case of illness on the condition that a medical certificate as proof of absence from work is presented.
Employees should be paid for the first two months at the rate of 100% of the normal salary and 50% of the salary between the third and the 12th month in the case of large companies. In medium companies, employers should pay 50% of the normal salary for 90 days.
After the maternity leave ends, a female employee can be provided another four weeks of supplementary leave to take care of the child. This leave is unpaid and can only be availed via an agreement with the employer.
Pregnant workers are entitled to a maternity leave of three months at the time of delivery. The leave begins four weeks before the expected date of birth (antenatal leave), and the remaining nine weeks are to be taken after delivery (postnatal leave).
In the event of multiple births, postnatal leave increases by four weeks (thus extended to 13 weeks). If the birth takes place after the fixed date for the beginning of the maternity leave, this should be extended for the necessary period so the worker is able to enjoy at least nine weeks of leave after the birth.
Maternity leave benefits are provided from the first day of the leave and correspond to the entirety of the leave period.
An employee is entitled to one day of paid leave at the time of the birth of his child.
An employee is entitled to a paid leave of absence not exceeding eight days for marriage purposes.
An employer should provide the employee with a paid leave of at least two days per month for a maximum of eight days per year in order to comply with legal obligations in relation to the judiciary, military, police, or other authorities with identical powers.
An employee can be granted paid leave by an employer for a maximum period of eight days in a calendar year for sports or cultural activities if it has to be performed within the normal working hours.
An employee is entitled to unpaid leave for a period of 60 days for education or training.
Social benefits are the benefits that the insured and their family members (dependents) are entitled to in situations of loss of earnings from work as defined by law. The Instituto Nacional de Seguranca Social (INSS) is the administrative body for social insurance benefits in Angola.
Benefits include:
Employers are mandated to pay 8% of the gross wage towards social security.
There is no mandatory health insurance in Angola. However, employees are entitled to maternity and sickness benefits. The sickness benefit is the employer’s liability. For employees in large and medium-sized enterprises, 100% of the employee’s monthly earnings is paid for the first two months plus 50% from the third to the 12th month. For employees in small and micro enterprises, 50% of the employee’s earnings is paid for up to 90 days.
Accident insurance is an employer-liability system through private carriers. The employer bears the total cost of the premium.
Private sector employers are mandated to insure their employees against occupational accidents and diseases. Accidents that occur while commuting to and from work are covered. Occupational diseases are specified by law.
There is no statutory provision for unemployment insurance in Angola.
Employers pay 8% towards social security which in turn covers the old age benefits and survivor benefits.
The old age pension becomes accessible at age 60 to people with at least 180 months of contributions or at any age to a person with at least 420 months of contributions. The retirement age for women is reduced by one year for each childbirth, up to five years.
The permanent survivor pension (Pensão de Sobrevivência Vitalícia) is given if the deceased had at least 36 months of contributions in the five years before death. Eligible survivors include a widow(er) and parents aged 50 or older at the time of the deceased’s death who were unable to work, and orphans assessed with a significant loss of earnings capacity. The widow(er)’s pension ceases upon remarriage.
There are no other statutory benefits in Angola.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
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