One partner for the entire employment lifecycle in Angola, from a Portuguese language contract and kwanza payroll through to local content reporting and a compliant exit. You manage the work; we are the legal employer.
Your hire signs an employment contract with our Angolan entity, in Portuguese, under the General Labour Law. We hold the tax and social security registrations, run payroll in kwanza, maintain compulsory work accident cover, and carry employer liability. You direct the work exactly as you would with your own staff.
Portuguese language employment agreements drafted to Law 12 of 2023, covering category, probation, pay, allowances, the statutory subsidies and termination terms.
Monthly payroll in kwanza with IRT withheld at source and remitted, payslips issued, and the holiday and Christmas subsidies paid when they fall due.
Registration and monthly remittance at eight percent employer and three percent employee, with no contribution ceiling, plus the annual reconciliation.
We invoice in hard currency, hold the Angolan accounts, handle the inbound conversion documentation and disburse locally, so you never build that capability yourself.
Headcount composition tracked against the seventy thirty ratio, with reporting your operator or client can rely on when a tender or an ANPG obligation requires evidence.
Compulsory work accident cover with an Angolan insurer, plus private medical, meal and transport allowances and any voluntary benefits you want to offer.
Honest scoping for foreign national hires, with referral to Angolan immigration counsel where the case needs it. We tell you what is achievable before you commit.
Disciplinary or objective grounds handled to the correct procedure, notice and severance calculated, and the labour inspectorate notified where required.
Most nationalisation rules are a constraint on hiring. Angola's works differently for the typical client, and it is worth understanding why.
At least seventy percent of the workforce must be drawn from the national workforce, with non resident foreign nationals capped at thirty percent. Foreign residents count toward the national side. The current basis is Presidential Decree 49 of 2025, and breaches attract fines calculated against the company's average salary.
Operators and contractors in the petroleum sector carry separate local content obligations supervised by the ANPG, covering the prioritisation of Angolan companies and workforce development, with registration and reporting requirements attached.
This is the part of hiring in Angola that most often stalls a project, so here is exactly how we run it.
| Stage | What happens | Who handles it |
|---|---|---|
| 1. Invoice | We invoice in US dollars, euros or sterling ahead of the pay run | Us |
| 2. Funding | You settle from your existing accounts, no Angolan banking needed | You |
| 3. Inbound conversion | Funds converted to kwanza through a licensed Angolan bank with supporting documentation | Us |
| 4. Payroll | Net salaries paid in kwanza to employee accounts | Us |
| 5. Statutory | IRT and INSS remitted to the authorities on schedule | Us |
| 6. Reporting | Payroll report, remittance evidence and the applied exchange rate | Us |
Employer statutory cost in Angola is modest by international standards. The item that surprises newcomers is the two statutory subsidies, which together add roughly a further month of pay across the year.
We would rather set expectations properly here than win work on a promise that does not survive contact with the process.
| Candidate | What applies | Typical timeline |
|---|---|---|
| Angolan national | No visa required | Onboard in days |
| Foreign resident already in Angola | Existing residency, counts toward the national workforce | Onboard in days to weeks |
| Expatriate needing a new work visa | Employer and often project specific; prior approval then consular application | Commonly two to three months |
| Oil and gas expatriate | Sector specific route, may include an in country application | Case by case |
The General Labour Law changed in 2024 and a great deal of published material still describes the repealed 2015 regime. Contracts and severance built on the old rules do not hold up.
Exceeding the thirty percent cap on non resident foreign nationals attracts fines assessed against your average salary bill, and can complicate visa renewals.
There is no dismissal at will. Disciplinary dismissals need a formal prior procedure and objective dismissals need notice to the labour inspectorate. Skipping either exposes you to reinstatement or compensation.
Energy, mining and infrastructure clients rarely work in one country. Through our network we can employ and pay staff across the region under one relationship.
The Lusophone markets, sharing Portuguese language documentation and a broadly familiar civil law approach to employment.
The neighbouring markets that most often follow an Angolan mobilisation, particularly on mining and corridor infrastructure work.
Consolidated employment across the region, so you brief us once and we handle the country by country detail.
Share the role, the sector and where your candidate sits and we will map the cost, the timeline and the local content position.