Employer of Record in Tanzania

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Tanzania if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Tanzania below, to avoid any compliance issues.

Employment Contract Requirements

The labour laws in Tanzania mandate that all employees, excluding those with less than 6 days of employment, must be provided with a written employment contract, whether it is of a definite or indefinite nature. This contract is required to encompass the following necessary details:

• Identification of the employee
• Place of recruitment
• Job description
• Starting date
• Form and length of contract
• Workplace and working hours
• Compensation and method of calculation
• Benefits and bonuses

Onboarding Process

We can help you get a new employee started in Tanzania quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.

For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Working Hours in Tanzania

In Tanzania, a standard work week comprises 45 hours, with a maximum of 9 hours per day. Additionally, employees may be obligated to work for 6 days a week under the applicable labour regulations.

Overtime in Tanzania

In Tanzania, overtime requires mutual agreement between the employee and employer, with a maximum limit of 12 hours worked in a day. The cumulative overtime hours are limited to 50 hours within a 4-week period, compensated at a rate of 150% of the regular pay. On public holidays, the compensation for hours worked is set at 200% of the regular pay rate.

Probation Period in Tanzania

In Tanzania, there is no specific legal requirement for probation periods. However, it is specified that employees cannot assert a claim of unfair dismissal if termination occurs within the initial 6 months of service.

Setting up a local legal entity in Tanzania can be time-consuming and expensive. It often involves complex paperwork, local representation, banking, registrations, and ongoing tax filings, which isn't cost-effective if you're simply looking to hire a few employees or test the market. An Employer of Record removes these barriers entirely. Instead of spending months establishing a presence, an EOR lets you hire and onboard employees within days while staying fully compliant.

This enables faster market entry and greater agility. Whether you’re launching a pilot program, supporting a regional client, or adding specialized talent, you don't need to commit to long-term infrastructure to explore new business opportunities. The EOR handles local employment logistics while you retain day-to-day oversight of your hires. This model lets you scale up or down based on business needs, giving you more flexibility with less overhead and risk.

Payroll and employment taxes in Tanzania are vital for businesses to manage effectively, including PAYE, social security contributions, and local levies. Ensuring timely tax submissions and correct payroll calculations is critical to avoid penalties.

Using payroll management software, such as Playroll, can streamline the process, helping businesses stay compliant with Tanzanian regulations.

One of the biggest risks in global hiring is payroll mismanagement. In Tanzania, even small errors in tax reporting or social contribution payments can trigger audits, fines, or reputational damage. For companies without in-country expertise, the risk isn’t worth taking. An Employer of Record removes this burden by owning the legal responsibility of payroll, executing every step with built-in compliance.

Key Ways an EOR Supports Payroll in Tanzania:

• Mitigates Compliance Risk: Oversees all legal obligations for payroll, tax filings, and recordkeeping.
• Local Regulatory Expertise: Interprets and applies Tanzania’s latest labor and tax changes in real time.
• Free Processing: Reduces mistakes in wage calculations and reporting through built
• Payroll Record Management: Maintains compliant payroll audit trails and documentation for each employee.

In Tanzania, work permits and visas are essential for employers hiring foreign workers. The process involves submitting applications, paying fees, and meeting specific eligibility criteria. The key visa types include the Class A Work Permit for investors and self-employed individuals, the Class B Work Permit for skilled professionals, and the Class C Work Permit for missionaries, volunteers, and non-profit workers. Employers must ensure compliance with Tanzanian labor laws when sponsoring foreign employees. Processing times typically range from up to two months for work permits and 5 to 10 days for visas, and renewal options are available to extend permits as needed. Employers can also simplify the process by partnering with an Employer of Record (EOR) to handle payroll, compliance, and administrative responsibilities.

Mandatory Leave Entitlement in Tanzania

The annual leave entitlement in Tanzania is 28 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Tanzania

Tanzania observes a total of 16 public holidays in a year:

Paid Time Off in Tanzania

Employees who have been employed for at least 6 months are entitled to 28 days of consecutive leave per year.

Maternity Leave In Tanzania

In Tanzania, pregnant employees are entitled to 84 days of paid maternity leave. If the employee gives birth to two or more children, the leave is extended to 100 days. It is a requirement for the employee to inform her employer at least 3 months before the expected due date. As of March 14, 2025, mothers of premature babies are entitled to extended maternity leave until the baby reaches 40 weeks of gestation.

Paternity Leave In Tanzania

Fathers in Tanzania are entitled to three days of paid paternity leave, to be taken within the first seven days following the birth of the child. With effect from March 14, 2025, fathers of premature children are entitled to 7 consecutive days of paternity leave.

Sick Leave In Tanzania

Employees employed within a 36-month cycle in Tanzania, and who provide a medical certificate, are entitled to 126 days of paid sick leave. The initial 63 days will be compensated at 100% of their regular pay rate, while the following days will be paid at a rate of 50%. To qualify for sick leave, an employee must have worked with the same employer for at least six months in the year preceding the sickness.

Parental Leave In Tanzania

Tanzania's labor laws provide distinct leave entitlements for mothers and fathers but do not include a shared parental leave policy.

In Tanzania, benefits play a central role in attracting and retaining top talent. Employees often expect more than just a paycheck – they're looking for stability, healthcare coverage, pension plans, and other perks that show a company is invested in their well-being. If you're not familiar with what’s standard or required, you risk falling short. An Employer of Record helps bridge that gap by administering a locally competitive benefits package that meets both legal requirements and employee expectations.

An EOR doesn't just check boxes, they make sure your employees receive benefits that are timely, properly communicated, and well-managed from the moment they’re onboarded. From managing healthcare contributions to adjusting for regional differences in leave or bonus entitlements, an EOR acts as both a legal and operational partner. The result is a better employee experience, less administrative burden on your internal team, and greater confidence that your offer is aligned with what top candidates in Tanzania actually want and need.

Termination Process in Tanzania

Termination in Tanzania requires the provision of a written notice, which indicates the reason for termination and the specified termination date.

Notice Period in Tanzania

Notice periods in Tanzania, although permissible to be compensated instead, depend on the type of employee service:

• First month of service: 7 days' notice
• Employees on a daily or weekly basis: 4 days' notice
• Employees on a monthly basis: 28 days' notice

Severance in Tanzania

In Tanzania, employees are eligible for severance pay after completing 12 months of service. The severance pay is calculated at 7 days' pay for each year of service, with a maximum cap set at 10 years.