Tanzania officially the United Republic of Tanzania is a country in East Africa within the African Great Lakes region. It borders Uganda to the north, Kenya to the northeast, the Comoro Islands and the Indian Ocean to the east, Mozambique and Malawi to the south, Zambia to the southwest, and Rwanda, Burundi, and the Democratic Republic of the Congo to the west. Tanzania is mountainous and densely forested in the northeast, where Mount Kilimanjaro is located. Three of Africa’s Great Lakes are partly within Tanzania. At 947,303 square kilometers, Tanzania is the 13th largest country in Africa and the 31st largest in the world.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Tanzania.
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Capital :
Dodoma
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Currency :
Tanzanian shilling (TZS, TSh)
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Languages spoken :
Swahili and English
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Population :
61.49 million (2021 est.)
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Minimum wage 2023 :
Varies across industries
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Cost of Living index :
$ (114 of 139 nations)
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Payroll Frequency :
Monthly
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VAT - standard rate :
18%
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GDP - real growth rate :
4.3% (2021 est.)
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The holidays mentioned below are valid for the year 2024.
The approximate time for sharing the contract with an employee in Tanzania 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.
The maximum number of ordinary days or hours that an employee may be permitted or required to work are:
Overtime work should not exceed 50 hours in any four-week cycle. Employees should be paid at least one and a half times the basic wage for any overtime worked.
There is no statutory regulation of the probation period.
| Condition | Length of Notice |
| If a contract is terminated within the first month of employment | 7 days |
| If the employee is employed on a daily or weekly basis | 4 days |
| If the employee is employed on a monthly basis | 28 days |
An employer should grant an employee at least 28 consecutive days of leave in respect of each leave cycle, and such leave should be inclusive of any public holiday that may fall within the period of leave.
The employer must pay the employee the remuneration that the employee would have received if they had worked prior to the start of the leave period.
An employee is entitled to at least 126 days of sick leave in any leave cycle. The sick leave is paid by the employer.
The sick leave should be calculated as follows:
An employee is entitled, within any leave cycle, to at least:
An employee is entitled to an additional 84 days of paid maternity leave within the leave cycle if the child dies within a year of birth.
The maternity leave is awarded full pay, from the employer.
During any leave cycle, an employee is entitled to:
Before granting paternity leave pay, an employer may require reasonable proof of the event.
During any leave cycle, an employee is entitled to:
The employer should grant reasonable paid leave to:
The National Social Security Fund employee benefits include:
The employer contributes 11% to social security.
The National Social Security Fund was established to provide social security services to members of the private and informal sectors. The Social Security deductions for private-sector employees are detailed as follows:
| Benefit | Employer | Employee |
| Accident Insurance | 1% | – |
| National Social Security Fund (NSSF) | 10% | 10% |
| Total | 11% | 10% |
Social Health Insurance is a part of the National Social Security Fund (NSSF). Both the employer and the employee contribute 10% each.
These benefits are given to the member and their dependents who are husband or wife and up to four children under the age of 18 or 21 if they are in school.
Required Qualifications:
The employer contributes 1% to the accident insurance.
Employees must be assessed for a work injury or an occupational disease by a recognized medical practitioner. Accidents that occur while commuting to and from work are covered.
The Unemployment Insurance is a part of the National Social Security Fund (NSSF). Both the employer and the employee contribute 10% each.
The Public Pension is a part of the National Social Security Fund (NSSF). Both the employer and the employee contribute 10% each.
A retirement pension is payable to an insured person who:
Benefit Payable
Maternity Benefits are a part of the National Social Security Fund (NSSF). Both the employer and the employee contribute 10% each.
The purpose of maternity benefit is to ensure that a female Insured Person can sustain and care for herself and the newly born child during a specified period before and after confinement.
A funeral Grant is paid by the National Social Security Fund (NSSF) as a reimbursement to a family member who has incurred the burial expenses of the deceased National Social Security Fund (NSSF) Insured Person.
Qualifying Conditions:
Reimbursement in respect of funeral costs is based on actual costs incurred but does not exceed the ceiling set by the Board of Trustees from time to time.
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.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.