Expatriation in a few lines

Today, Africa’s job market is highly attractive to candidates. Business and career development opportunities are well-known. Whether it’s the mobility of African executives within the continent or non-African executives, compensation packages are still the crux for attracting and recruiting the best talent.

Below you will find a summary of the different practices* that we have observed in our clients for which we manage top and middle manager recruitment. We hope that this information is useful in comparing your practices and contributes to your consideration. We are always available to exchange information so don’t hesitate to contact us.

* This study is based on the analysis of Top and Middle Management practices in North and Sub-Saharan Africa, and primarily concerns the sectors of industry, agronomy, FMCG, pharmaceuticals, Oil & Gas ...

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The basis of fixed remuneration

Gross reference salary

  • Calculated according to base salary in France (or geographical area) for equivalent position
  • Calculated according to a predetermined grid for the country of destination.

> systematically when there is no similar position in France

Salary payment

  • In full in the country of destination in local currency

> currency volatility is guaranteed in some companies

  • In two parts:

- Destination country in local currency

- Candidate’s country of origin or other country in local currency

Components of total salary

In addition to the salary, compensation generally includes: bonuses for objectives, expatriation bonus (including cost of living and quality of life gratification);

employer and employee social contributions covered; taxes paid;

pension and retirement contributions; social security.

Expatriation bonus:

variety of calculation methods

  • Fixed flat-rate premium
  • Variable bonus capped according to country-specific criteria: security, health, cultural
  • Scalable, upward or downward
  • Can vary in exceptional and specific conditions based on political events in the country
  • Possibly degressive over the years to encourage mobility

Benefits in kind

Benefits in kind are as important to candidates as remuneration, especially when they have a family.

Below is the list of the most commonly offered benefits:

On-site living

  • Workplace housing in town, sometimes a second home on the work site
  • Covering moving expenses
  • A company car (4x4 or sedan), with driver in certain countries
  • Security assistance
  • Paid vacation
  • Power generator in some countries
  • Tax advice in first and last year
  • Social protection (if possible in the country of origin) and welfare system (including replacement salary for temporary disability)
  • A retirement supplement or pension fund

Family life

  • One or more trips per year to and from the country of origin (usually in Eco class and with the family if in Africa)
  • Spousal assistance to support them in their employment search in the African country
  • Language classes for the whole family
  • Schooling up to the baccalaureate or, more rarely, schooling bonus for children in another country

Other benefits - less common

  • Intercultural training for expatriates and their spouses
  • Settlement bonus
  • Remuneration package for spouses who had to leave their job.

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