Employment contract Senegal: types, filing, template

In Senegal, an employment contract is free in form and can be proved by any means (Article 92 of the Labour Code, Law No. 2026-18 of 3 September 2026), but an employment contract Senegal employers sign must be in writing and filed with the labour inspectorate before work starts whenever it includes a probation period (Article 93) or is fixed-term (Article 99); otherwise it counts as an open-ended contract (CDI). A fixed-term contract (CDD) lasts two years at most (Article 100), probation six months including renewal (Article 94), and a foreign worker’s contract must be approved (visé) by the Director General of Labour before work starts (Article 105). Up to date as of 5 November 2026.

In brief

• Law: the 2026 Labour Code, in force since 18 September 2026, applies to existing contracts (Article 459).
• CDI: the default; any contract that fits no other definition is a CDI (Article 104).
• Probation and CDD: written, filed with the inspectorate for registration before work starts, otherwise a CDI (Articles 93 and 99).
• CDD: 2 years at most, one renewal or one extension, 4 years in total (Article 100); end-of-contract allowance of 7% (Article 167).
• Foreign worker: written contract with a visa, 7 clear days to decide, silence means approval (Article 105).
• Hiring: declaration to the labour inspectorate and staff register (Articles 363 and 365).

Employment contract Senegal: contract types at a glance

Employment contract Senegal: the contract types

The CDI

A worker may only commit for an indefinite or a fixed term (Article 90). The CDI has no end date fixed in advance and may be full or part time (Article 3). Dismissal requires a real and serious cause (Article 137), written notification (Article 149) and notice set by collective agreement or decree (Article 144).

Probation

It must be in writing, otherwise it counts as a CDI; it may sit inside the permanent contract, and it is filed with the local labour and social security inspectorate before work starts (Article 93). Its length reflects the skills and customs of the trade, with a maximum of six months including renewal and extension (Article 94). If work continues after probation without a new contract, it is a CDI (Article 95). Unless the contract says otherwise, either party may end it without notice (Article 96).

The CDD

It may not fill a job linked to the company’s normal, permanent activity on a lasting basis (Article 97). It is written and filed before work starts (Article 99), lasts two years at most and allows only one renewal or one extension, within four years in total with the same employer; a CDD for a specific project may exceed two years but cannot be renewed or extended (Article 100). These limits do not apply, among others, to casual and seasonal workers, replacements, peaks in activity, and companies in special economic zones or approved under the Investment Code (Article 101). At the end, the worker receives an end-of-contract allowance of 7% of gross pay, with exceptions (Article 167).

Part-time work

Part-time means hours at least one fifth below the legal 40-hour week (Articles 241 and 243) or the agreed working week. It requires prior consultation of staff delegates and notice to the labour inspector; the contract is written and pay is proportional to a full-time equivalent (Article 243).

Temporary agency work

The agency must be licensed by the Director General of Labour (Article 292). Assignments are limited to replacement, peaks or unusual activity, occasional tasks and urgent work; otherwise the worker is deemed on a CDI with the user company (Article 293).

Required information and formalities for an employment contract Senegal

The 2026 Code sets no list of clauses for a CDI; it refers to a decree for the form of special contracts (Article 92). The formalities are precise, however:

• Filing with the inspectorate for registration, before work starts, of the probation contract, the CDD, its extension and its renewal (Articles 93, 99, 102 and 103).
• Hiring declaration to the local labour inspectorate, then a leaving declaration (Article 363), and entry in the staff register (Article 365).
• Young workers: contract signed by the legal guardian and approved by the inspector before work starts, or it is void (Article 106).
• Non-compete clause: void after the contract unless the worker caused the termination; even then, six months and 30 kilometres at most, with financial compensation agreed at signature (Article 295).

In practice, an employment contract Senegal specifies the parties, start date, job and collective-agreement category, place, hours, salary and benefits, probation, and for a CDD the ground and end date. Monthly pay is due no later than eight days after the end of the month (Article 199).

The visa on an employment contract Senegal for a foreign worker

Hiring a foreign worker requires a written contract approved by the Director General of Labour and Social Security, subject to Senegal’s international agreements (Article 105):

• the employer applies, and the visa is obtained before work starts;
• the administration has seven clear days; after that, silence means approval;
• it checks identity and profile, contract compliance, medical fitness and entry and residence conditions;
• a refusal is reasoned, voids the contract and leaves the employer paying the return of a worker it brought in;
• visas for hiring, renewal or extension carry fees set by order.

The hiring is declared to the Directorate General of Labour together with the visa application (Article 363). Our guide to recruitment software in Senegal covers this path on the hiring side.

Employment contract Senegal: CDI template ready to copy

This employment contract Senegal template follows the 2026 Code and is in French, the official language. Socium also has a full “Contrat CDI · Sénégal” template (7 pages), available on request during a personalised demo.

CONTRAT DE TRAVAIL À DURÉE INDÉTERMINÉE

Entre [raison sociale], [forme juridique], dont le siège est à [adresse], NINEA [numéro], immatriculée à l’IPRES et à la CSS sous les n° [numéros], représentée par [nom, fonction], ci-après « l’Employeur »,

et [M./Mme] [nom, prénom], né(e) le [date] à [lieu], de nationalité [nationalité], pièce d’identité n° [numéro], demeurant à [adresse], ci-après « le Travailleur »,

Article 1 – Engagement. Le Travailleur est engagé pour une durée indéterminée à compter du [date], en qualité de [emploi], catégorie [catégorie] de la convention collective [nom].

Article 2 – Période d’essai. L’engagement définitif est précédé d’un essai de [durée], renouvelable une fois par écrit, sans que l’ensemble dépasse six mois (article 94). Le présent contrat est déposé à l’inspection du travail et de la sécurité sociale de [ressort] avant tout début d’exécution (article 93).

Article 3 – Fonctions et lieu. Le Travailleur exerce les fonctions de [description] à [lieu], sous l’autorité de [fonction].

Article 4 – Durée du travail. [40] heures par semaine, selon l’horaire de l’établissement [ou : temps partiel de X heures par semaine, réparties ainsi : …].

Article 5 – Rémunération. Salaire mensuel brut de [montant] FCFA, augmenté de [primes, indemnités, avantages], payé au plus tard le [jour] du mois suivant par [virement ou monnaie électronique]. Un bulletin de paie est remis à chaque paiement.

Article 6 – Protection sociale. Le Travailleur est déclaré à l’IPRES, à la CSS et à l’institution de prévoyance maladie de l’entreprise.

Article 7 – Congés. Congé payé selon le Code du travail et la convention collective.

Article 8 – Exclusivité. Le Travailleur peut exercer, hors de son temps de travail, une activité qui ne concurrence pas l’Employeur (article 295).

Article 9 – Rupture. Après l’essai, le contrat peut être rompu dans les conditions du Code du travail, avec le préavis conventionnel ou réglementaire, sauf faute lourde.

Article 10 – Textes applicables. Loi n° 2026-18 portant Code du travail, convention collective [nom], règlement intérieur dont le Travailleur reconnaît avoir pris connaissance.

Fait à [ville], le [date], en [nombre] exemplaires, dont un remis au Travailleur et un déposé à l’inspection du travail.

A CDI without a probation clause need not be filed; with one, it must be. When the contract ends, issue a work certificate or an employment certificate.

Common mistakes with an employment contract Senegal

• Not filing a contract with probation: probation must be written and filed before work starts (Article 93).
• Stacking probation beyond six months including renewal and extension (Article 94).
• Chaining CDDs beyond one renewal or four years in total (Article 100): the contract becomes a CDI (Article 101).
• Forgetting the 7% end-of-CDD allowance (Article 167).
• Letting a foreign worker start before the visa (Article 105).
• Adding a non-compete without limits or compensation, or applying it after a dismissal (Article 295).
• Keeping contracts signed under the old Code without review: they remain valid, but the 2026 Code applies (Article 459). See our summary of the Senegal Labour Code 2026.

HR and payroll software for Senegal generates each employment contract Senegal, records the filing, flags the end of probation and CDDs, and computes the end-of-contract allowance in the final payroll.

See also: resignation letter and retirement age in Senegal.

Frequently asked questions

Must an employment contract Senegal be in writing?

Not for a full-time CDI of a Senegalese worker (Article 92). Writing is required for probation, CDDs, part-time and foreign workers (Articles 93, 99, 243 and 105).

Must an employment contract be filed in Senegal?

Yes for probation, CDDs, extensions and renewals, with the local labour inspectorate, before work starts (Articles 93, 99, 102 and 103).

What is the maximum length of a CDD in Senegal?

Two years, with one renewal or one extension and four years in total (Article 100).

What probation period can an employment contract Senegal include?

The time needed to assess the worker, six months at most including renewal and extension (Article 94).

How do I get a visa on an employment contract Senegal for a foreigner?

The employer applies to the Director General of Labour before the start date; without a reply within seven clear days, the visa is granted (Article 105).

Is a non-compete valid in an employment contract Senegal?

Only if the worker caused the termination, for six months and 30 kilometres at most, with financial compensation (Article 295).

Is an employment contract Senegal signed before 2026 still valid?

Yes: the new Code does not end existing contracts and keeps more favourable benefits (Article 459).

Where can I read Senegal’s Labour Code?

In the Official Gazette No. 7931 of 17 September 2026.

Key takeaways

• An employment contract Senegal is free in form, but probation and CDDs are written and filed before work starts.
• The CDD stays the exception: two years, one renewal, four years in total, 7% allowance.
• Foreign workers: visa from the Director General of Labour before the start date.

To generate and track your contracts alongside payroll, book a Socium demo.