Independent contractors or freelancers are self-employed individuals who provide services to companies as a non-employee. This is one of the most common ways companies tend to hire non-local designers, engineers, support reps, etc.
For legal and tax purposes, independent contractors are not classified as employees. They may work for multiple clients, set their own work hours, negotiate their pay rate, and decide how a job gets done.
For example, the IRS says that if an independent contractor or freelancer does work that can be controlled (what will be done and how it will be done) by an employer then they are, in fact, classified as an employee.
As you can imagine, hiring someone as an independent contractor versus an employee is a fine line to tread.
While there are benefits when you choose the contractor route, there are quite a few drawbacks to consider and you’ll need to weigh them carefully to determine the best fit for your company.
A foreign subsidiary is a company that operates overseas as part of a larger company who’s HQ is in another country.
Establishing a foreign entity is great for having an international presence and accessing new markets. Though, setting up a subsidiary in Mauritania can be expensive, stressful, and time-consuming. It's not for the faint of heart.
To set up a subsidiary in Mauritania, you have to:
If you're lucky, this process can take months. If you're not so lucky, it can take up to a year. And on average, it costs about $50k-$80k, all-in-all, to get setup. And that's just for Mauritania.
An employer-of-record (EOR) is a company that hires and pays an employee on behalf of another company.
An EOR is typically used to overcome the financial and regulatory hurdles that often come with employing remote workers.
Each country has its own payroll, employment, and work permit requirements for non-resident companies doing business in their jurisdiction. Meeting those demands can be a huge obstacle when it comes to hiring remotely.
At Panther, we help companies employ and pay people in over 160 countries, without having to set up a foreign subsidiary. Payroll, benefits, taxes, compliance, and more are all handled by us, at a fraction of the cost.
Outside of saving you months and tens of thousands of dollars, other advantages of using Panther are:
Because you no longer have to set up your own subsidiary, you’ll save a ton of time and tens of thousands of dollars using Panther.
Paying employees in Mauritania is not the same as paying workers in your own country. Employees have to be paid using Mauritania's employment and payroll standards.
This means that you have to know, understand, and keep up with 1) fluctuating currency changes, and 2) local payroll and tax laws in the countries you’re looking to hire in.
Outside of the laws and regulations around payroll, there may be different conditions surrounding leave, overtime, termination, and more. As you can imagine, maintaining this kind of regulatory knowledge can be challenging. But it is crucial and necessary to follow local legislation.
After, you’ll have to determine the best way to pay your international employees. This can be done in a number of ways, including but not limited to:
One of the most challenging (and expensive) parts of paying international employees is setting up the infrastructure to do so.
Before you start to run payroll, you have to register your company as the local employer in the country the worker resides in. As you can see in the “Set up a subsidiary” section, this is a multi-step process that can take up to a year and put you on your way to bankruptcy.
Outside of EORs acting as the full admin employer, many also provide remote payroll.
For example, at Panther, in just 1-click, you’re able to pay your entire global team, anywhere in the world. We send you an invoice each month, charge you in US Dollars, and pay your employees the same amount in their local currency.
We factor in currency fluctuations and use the mid-market rate plus any applicable fee passed on by our provider at cost at the time of billing.
The standard workweek in Mauritania is 40 hours a week and eight hour a day.
Overtime pay is determined by collective agreement.
The typical payroll cycle in Mauritania are generally paid on a monthly basis.
In Mauritania, there is no legal requirement for employers to provide their employees with bonuses. Some employers elect to do so as part of a competitive benefits package.
Employees with at least one year of service are entitled to annual leave, which accrues at a rate of 1.5 days of leave per month of employment.
Employees living outside of Mauritania accrue annual leave at a rate of three days per month of employment.
Employees with more than 20 years of employment receive an additional three days of leave that accrue per month.
There are 8 public holidays.
There are no statutory sick leave benefits. Sick leave is determined by individual or collective agreement.
Female employees are entitled to 14 weeks of fully paid maternity leave. Eight of those weeks must be taken after the birth.
Additionally, mothers can avail an additional day off each year for each child under 14 years of age, and breastfeeding mothers get one hour each day for the first 15 months post-childbirth.
There is no law stipulating paternity leave.
Employment contract is terminated by the employers, they must provide the reason for termination to the employee in writing. However, employers can terminate the contracts with or without giving prior notice.
When an employee terminates the employment contract, they are legally bound to serve the notice period as stated in the contract, unless the notice period is set aside with mutual consent.
The duration of the notice period in Mauritania typically varies depending on the seniority of the employee.
Notice periods in Mauritania are typically decided by collective or individual agreements.
Severance pay in Mauritania is typically decided by collective or individual agreements.
The probation period in Mauritania has no specific information is found regarding probation.