Payroll

Zimbabwe ZiG Currency

Zimbabwe ZiG Currency

Zimbabwe ZiG Currency

Zimbabwe ZiG Currency

ZIMBABWE, WHAT THE #@*^ IS GOING ON and WHAT’S A ZiG?

Clients with operations in Zimbabwe will know that curve balls are a normal phenomenon and should be expected. In April 2024 we received another curve ball – a new currency was introduced

The previous currency, the ZWL, commenced trading in 2019 at 2.5 to the US$ and by April 2024 had depreciated to 30,718. The depreciation was pronounced over the last year, where it slumped from 977 in April 2023 to 30,718 in April 2024.

The government has introduced several measures to shore up the currency’s slide. Gold coins have been introduced, monetary policy tightened, and this is the 6th iteration of the currency; all to no avail. So, a new currency has been introduced- meet the ZiG – short for Zimbabwe Gold. The ZiG will be fully anchored and backed by a basket of reserves. Initially this will comprise of 2.5 tons of gold and $100m foreign reserves.

The authorities have effectively revalued the Zimbabwe currency from more than 30,000 per US dollar to 2,500.

Interesting, the ZiG started trading on Monday 8 April 2024 at 13.56 to the US$ and has remained steady and in fact has strengthened slightly, with the last available price of 13.41 to the US$. This is both surprising and welcome, given that the US$ has been strong against all other currencies. There does appear to be some cautious optimism regarding the new currency. If the currency continues to be backed by reserves, which will restrict the government’s ability to indiscriminately print money, it will curb money supply (M1), reign in credit extension and ultimately temper future inflation (see below).

Most of the financial institutions linked to national payments platform Zims witch, are now able to process ZiG payments, to transfer funds in the unit and bank cards work at ATM’s. Importantly, banks will automatically convert all ZWL balances to ZiG at 2,498.7242

However, the biggest problem is that the physical ZiG notes are not yet available; they will only be circulated by 30 April. The central bank has stated that the old ZWL notes will remain legal tender until the end of the month. However, the ZWL notes are being rejected by many retail stores and traders as they are unconvinced that they will be able to deposit the ZWL notes with banks until 26 April 2024 deadline.

We are of the opinion that the ZiG, if the value remains relatively stable, will gain acceptance. However, cognisance must be taken of the fact that between 80% to 85% of the transactions in Zimbabwe are executed using US$’s. This US$ dominance will continue and while the said percentage may reduce over time, the US$ will remain the “currency of choice” well into the future. The Governor of the Reserve Bank recently stated (hoped) that, “It is my wish that if we get to the year (end) at 70-30, next year 60-40, the year after 50-50”.

For our clients, there are some additional considerations:

 

April salaries

Where employees are paid in US$’s, nothing will change.

Where employees are paid in local currency, in April they will have to be paid in ZiG. The Minister recently clarified that civil servant payments this month would be paid electronically in ZiG. Further, all future payments to ZIMRA in respect of PAYE must be made in ZiG. There are however two complications:

    • ZIMRA have not published ZiG tax tables and if no announcement is forthcoming, we suggest that the current ZWL tax tables are divided by 2,498.7242.
    • If pay day is the 25th, employees will not be able to withdraw ZiG notes until the 30th.
Inflation and future salary increases

Originally inflation was measured by surveying a basket of goods based on ZWL prices.

A household survey by ZimStat in January 2023 found that 76,56% of people’s spending was in US$, with just 23,44% in ZWL. The Reserve Bank of Zimbabwe (RBZ) then decided to measure inflation using an arithmetic blended weighted average of items priced in ZWL and US$’s.

In September 2023, ZimStat announced it had adopted a “geometric aggregation method” of calculating inflation and not the arithmetic blended weighted calculation, which it adopted in February 2023

Given that there will no longer be a ZWL basket of goods, one can only presume that a new geometric method, using a ZiG basket of goods, will be produced.

Who knows what the correct inflation rate is?

Inflation is an integral input factor into salary increase deliberations and any “new” inflation rate will only lead to additional complications.

Already, and without the complication of a new currency, Comp and Ben practitioners have struggled to determine what inflation rate should be used when considering salary increases.

Assume we “believe” the latest inflation rate of 55.3% and the company is:

paying employees in US$, then the inflation rate applicable to them (the erosion of their disposable income) is significantly less than 55.3% – included in that figure is 20% ZWL inflation which is significantly higher.
paying employees in ZWL, the inflation rate applicable to them is significantly higher.
paying employees, a portion of their salary in US$’s and a portion in ZWL, their applicable inflation rate depends on the percentage spilt between the two currencies.
Katy Perry sang, ”… there will be curve balls, you just have to dodge them every once in a while.”

Those of us that have been exposed to Zimbabwe are by now expert dodgers and this new development simply reiterates that we need to keep our eye on the ball, be flexible and pivot when necessary.

Zimbabwe ZiG Currency Read More »

Payroll Integration using API’s

Payroll Integration using API’s

Payroll Integration using API’s

Payroll Integration using API’s

In the past, payroll was considered a “legacy sector” – a sector stubbornly resistant to change and dismissive of any innovation. Concomitantly, payroll was no more than an administrative function using outdated technology, incorporating a raft of manual processes, which in turn made strategic data reporting impossible. How things have changed.

Over the last few years, payroll has been capitulated forward to incorporate and embrace disruptive technology, and automation, and is now recognised as a strategic system because of the value of the data it houses. Some of the major latest trends are:

axiomatic-intergrations-payroll-trends-24
In this article, we will concentrate on integrations and benefits that companies can obtain with APIs.

Our Approach to Integration

Axiomatic has significant experience integrating with other systems using Application Programming Interface (“API”) including the development and set-up of appropriate middleware. Previous interface projects have ranged from rather simple interfaces to custom-built solutions with a complete staging area with two bridges between various systems to ensure the data was “cleansed” and coupled with update logging, data quality validation, and consistency.

Using API functionality, as well as middleware, Axiomatic can integrate with most systems which ensures the shift from transactional human capital management (HCM) to end-to-end experiences which improve the Employee Value Proposition while simultaneously ensuring data accuracy and security.

Globally there is a drive for both efficiency and the automation of procedures by utilising integration between the HRIS system, other related systems, and the payroll platform. This is easily achieved in more developed countries – however, Africa has always presented a challenge due to the lack of technology, outdated IT infrastructure, and multi-country coverage.

Axiomatic Consultants Payroll Services
We can now offer true integration in 44 African countries.
Axiomatic utilises the Payspace payroll platform which is a true cloud-based system, it is ISO27001 certified, single instance and the uniformity in set-up across countries reduces the costs in integration due to the ability to globally map templates. In addition, we guarantee full legislative delivery in all 44 African countries.

This powerful payroll functionality combined with pivotal middleware enables companies of all sizes to overcome data silos by creating powerful Applications, Data, and API integration on-premise and in the Cloud, from a single interface.

System Overview

Full system specification available on request.

User Interface

The custom user interface allows traditional long-standing payroll protocols to still be followed while not losing the efficiency gained by interfacing. Our methodology retains the ability for payroll resources to maintain strict audit controls developed over many years to ensure proper review of data and proactively manage changes between systems. Productivity and leveraging technology may be the order of the day but one can never downplay the importance of key internal audit controls of a finance-related process.
A full user Manual is available on request.
Payroll Trends - Integration With Success Factors

Why use Axiomatic?

We are an independent company that specialises in furnishing a diverse range of services relating to employee benefits, strategic remuneration consulting, strategy consulting, and payroll services in Africa.

In any API integration implementation project, the role of a Payroll Business Analyst is pivotal in ensuring smooth collaboration with third-party developers. The Business Analyst serves as a liaison between the payroll system stakeholders and the developers, bridging the gap between technical requirements and business needs.

Initially, the Business Analyst works closely with stakeholders to understand the existing payroll processes, identify pain points, and define the objectives of the integration project. They gather and document detailed requirements, ensuring clarity and alignment with business goals.

In collaboration with third-party developers, the Business Analyst translates these requirements into technical specifications, outlining the data exchange protocols, security measures, and system architecture needed for seamless integration. Throughout the development process, they facilitate communication, address any discrepancies or challenges, and ensure that the final solution meets the specified criteria.

Moreover, the Business Analyst plays a crucial role in testing and validating the integration, working with developers to conduct thorough quality assurance checks and user acceptance testing. They also provide ongoing support post-implementation, monitoring system performance, troubleshooting issues, and facilitating any necessary adjustments or enhancements.

Ultimately, the relationship between the Payroll Business Analyst and third-party developers is characterized by collaboration, communication, and a shared commitment to delivering a robust, efficient, and tailored API integration solution that optimizes payroll processes and enhances business operations.

Payroll Services

Additional information regarding our African payroll offering

Conclusion

There can be little to no doubt that integrations are the future of the industry. Our experience and acumen extend to Workday, SuccessFactors, SAP, and a multitude of other systems including Time and Attendance and/or Finance systems.

With our extensive expertise in both African payrolls and powerful technology and tools, we truly believe we can deliver a single scalable solution for your integration environment in Africa.

If you would like to discuss integrations with us, please:

Payroll Integration using API’s Read More »

Budget Speech 2024

Budget Speech 2024

Budget Speech 2024

Budget Speech 2024

Minister of Finance, Enoch Godongwana’s, Budget Speech 2024

The Finance Minister delivered the last budget of the sixth democratic administration in his Budget Speech on 21 February 2024.

“The point, Madam Speaker, is that the size and quality of the national pie is what informs, and ultimately determines, the realisation of our political imperative of redistribution.”
Enoch Godongwana’s
Minister of Finance

The Minster announced that the Government would use the Gold and Foreign Exchange Contingency Reserve Account (GFECRA) to reduce its reliance on borrowing. This is on the back of debt-service costs absorbing more than 20% of revenue.

Social grants will go up, but there will be no inflationary adjustments to the Personal Income Tax brackets and medical aid credits. In addition, sin taxes will increase.

Retirement Reform

The Budget contained a short summary of the two-pot reform. The Revenue Laws Amendment Bill, containing the two-pot system changes to the Income Tax Act is progressing through Parliament. It is through the National Assembly and will now go to the National Council of Provinces.  The Revenue Law Second Amendment Bill was issued on 21st February 2024 and contained small technical amendments to the two-pot system.

The changes to the Pension Funds Act were published by the Minister of Finance at the end of January 2024. The Pension Funds Amendment Bill is also going through Parliament at the moment and is scheduled for the National Assembly at the end of March. The changes to the Pension Funds Act are mostly to align it with the two-pot system, but there are also some additional changes. We will issue a publication about this legislation shortly.

Treasury estimates that R5 billion is likely to be raised in 2024/2025 from tax collected as fund members, from 1 September 2024, access savings withdrawal benefits from their savings pots as a result of the once-off starting balance (seeded amount) in the savings pot. The seed capital transfer is a once‐off event, so this revenue will not continue into the following years.

Treasury states that policy research and engagement continue on the outstanding auto-enrolment, mandatory enrolment, and consolidation retirement reforms. The industry is waiting to see Treasury’s finalised auto-enrolment policy proposals. “Consolidation” appears to be a reference back to Treasury’s December 2021 paper entitled “Governance of umbrella funds”. The proposals included mechanisms to ensure funds were delivering value for money and to require consolidation where they were not.

Treasury will develop a national strategy on financial inclusion in 2024, based on its policy paper, entitled ‘An Inclusive Financial Sector for All’. The stated aim is to deepen financial inclusion for individuals, improve access to financial services for small, micro, and medium-sized enterprises, and enable diversification, competition, and innovation in financial services.

At the end of 2022, the Financial Sector Conduct Authority (FSCA) published a discussion paper, entitled ‘A Framework for Unclaimed Financial Assets in South Africa’. In order to make recommendations about the high levels of unclaimed assets, including unclaimed benefits in retirement funds. The FSCA is going through comments on the paper and will provide its response this year. The framework will concentrate on the identification, monitoring, management, and reporting of unclaimed assets, including tracing owners.

Currently, a pension or provident fund member who is over the early retirement age of 55, but has not retired, can transfer tax-free to, among other funds, a pension or provident fund, where this transfer is involuntary (for example a section 197 transfer of business requires the member to transfer to another fund). Currently, transfers in these circumstances, from one retirement annuity fund to another retirement annuity fund are not allowed tax-free. This is proposed to be amended to allow such a transfer.

At the end of 2022, the Financial Sector Conduct Authority (FSCA) published a discussion paper, entitled ‘A Framework for Unclaimed Financial Assets in South Africa’. In order to make recommendations about the high levels of unclaimed assets, including unclaimed benefits in retirement funds. The FSCA is going through comments on the paper and will provide its response this year. The framework will concentrate on the identification, monitoring, management, and reporting of unclaimed assets, including tracing owners.

Social grants are up

Treasury estimates that social grants will cost 3.6% of GDP in the 2024/25 financial year.

    • The old age grant, war veterans grant, disability grant, and care dependency grant: increases by R90 in April 2024 and another R10 in October 2024.
    • The foster care grant: increases by R50 in April 2024.
    • The child support grant: increases by R20 in April 2024.

The Minister stated that efforts are presently being made to enhance the COVID-19 Social Relief of Distress Grant (SRD grant) by April of this year, but for now, it will remain at R350 per month.

Individual taxes remain the same

Personal tax tables (natural persons) remain the same as no Inflationary adjustments have been made to the personal income tax tables and medical tax credits for the year.

Below are the personal income tax rates for 2024/25, as well as the rebates and thresholds (which are all unchanged):

Table: Personal income tax rates and bracket adjustments

Also remaining unchanged for the 2024/2025 tax year, are the monthly medical scheme tax credits.

A new global minimum corporate tax

The Minister invited comments on the following minimum tax proposal, which will bolster the corporate tax base: “Multinational corporations with annual revenue exceeding €750 million will be subject to an effective tax rate of at least 15%, regardless of where their profits are generated.”

The tax is designed to limit the channels that multinational companies use to shift profits from high- to low-tax countries.  The Draft Global Minimum Tax Bill will contain more details on these proposals and an opportunity for public input.

Limited resources

The Finance Minister reminded South Africans that “…the message they should take from this Budget is this: government is making the most out of very limited resources.”

Budget Speech 2024 Read More »

Emerging Markets Payroll (EMP)

Emerging Markets Payroll (EMP)

Emerging Markets Payroll (EMP)

Emerging Markets Payroll (EMP)

Axiomatic is excited to announce that we have formed a payroll alliance that extends our coverage of 43 African countries, now includes an additional 37 emerging market countries.

Emerging Markets Payroll (EMP) is a payroll alliance of three specialist Regional Payroll Providers that collectively offer comprehensive payroll support for 80 countries in emerging markets across Africa, Asia Pacific, and Latin America.

Our alliance partners are:

Links International – the company was established in 1999 and provides services across the Asia Pacific region in 20 countries.

Payroll Worldwide – the company was established in 2007 and provides coverage in Latin America in 14 countries.

At EMP, our team of 320+ is committed to streamlining and simplifying your payroll processes in emerging markets using secure cloud-based technology. Further, EMP’s ability to integrate with leading HCMs including Workday, SuccessFactors, and Oracle HCM will ensure a seamless journey for your business.

Elevate Your Role with EMP's Payroll Outsourcing Services

Looking for a payroll provider who knows the ropes? Axiomatic EMP Services helps you save time and cut costs. Get in touch today for a free consultation.

Emerging Markets Payroll (EMP) Read More »

Africa: 2023 Inflation and Salary Increase

Africa: 2023 Inflation and Salary Increases

Africa: 2023 Inflation and Salary Increases

Africa: 2023 Inflation and Salary Increase

Africa Salary Increases

Salary increases are inescapably linked to inflation; where inflation is one of the most important determinants when deciding on the amount of the salary increase. Other factors must also be taken into consideration such as financial constraints of the employer, growth rates in the country and general market and/or economic conditions.

The next consideration is to determine a “real increase”. A real increase is defined as the increase after inflation has been considered. As an example, if the salary increase is 6.0% and inflation is 5.0%, then a 1.0% real increase has been granted.

Future inflation is usually employed as this more accurately compensates the employee for the expected ravages of inflation and the negative effect on their purchasing power in the new year- rather than historic inflation.

While this is undoubtably the correct methodology to derive a scientifically formulated salary increase which is equitable to all stakeholders, inflation forecasting errors do occur. Inflation in African countries is notoriously difficult to predict for the primary reason that it is extremely sensitive to two important drivers namely, local currency and food prices. The foreign exchange markets in African countries are illiquid and thus any depreciation in the currency tends to be over exaggerated with the consequence of higher imported inflation. Further, food prices are constantly influenced by bad harvests and adverse weather conditions.

Given this, before one commences with the new salary increase exercise, it is prudent to look in the rear-view mirror to ascertain the actual “real salary increases” employees received the previous year. In the table below we have calculated the average 2023 inflation rate for selected countries, together with the Axiomatic recommended salary increase for 2023 which we suggested in January 2023. The final column displays the real salary increase or decrease:

Represents Axiomatic’s forecast

Clearly, employees in Ethiopia and Ghana received a significant negative real increase in 2023. Employees in Angola and Zambia were also negatively affected by unexpectedly high inflation albeit to a lesser extent.

While the normal practice is not for the employer to “make good” the negative real salary increase in 2024, cognisance should be taken of the erosion of the Ethiopian and Ghanian employee’s net pay in 2023, if possible.

About Axiomatic

Axiomatic currently runs both insourced and outsourced payrolls in 44 African countries on a cloud-based platform that is ISO27001 accredited.

In addition, we have significant experience integrating the payroll platform with SuccessFactors, Workday, and other related systems.

Should you wish to know about our offering, please:

Africa: 2023 Inflation and Salary Increases Read More »

Africa: January 2024 Employee Tax Changes

Africa: January 2024 Employee Tax Changes

Africa: January 2024 Employee Tax Changes

Africa: January 2024 Employee Tax Changes

The fiscal year of several African countries is from January to December. Consequently, a raft of legislation is promulgated at the end of each calendar year which becomes effective on 1 January of the following year, and which affects the tax deducted from employees and/or changes the cost of employment for employers.

Below we have highlighted changes, effective 1 January 2024 in the following countries:

TOGO - Universal Health Insurance

On 11 October 2023, The Council of Ministers, under the chairmanship of the President of the Republic adopted seven decrees which would in effect accelerate the process of implementing universal health insurance. The universal health coverage aims to achieve equal access to essential or primary health care for all. The Government aims to complete the rollout of the universal health system by 2025.

The proposals that will impact the Client’s payroll include the following:

    • The contribution base for salaried workers is the basic salary and all taxable bonuses and allowances, excluding reimbursements of expenses and family benefits.
    • The amount of remuneration used as the basis for calculating the contributions cannot be lower than the Guaranteed Interprofessional Minimum Wage (SMIG) which is currently fixed at 52.500 CFA per month.
    • It is important to note that if a worker is employed by several employers, each of them is responsible for the payment of the calculated share of contributions in proportion to the remuneration he pays to the person concerned.
    • Contribution rate: The contribution rate is set at 10% of the monthly remuneration, of which at least 50% is payable by the employer and the remainder is payable by the employee.
PAYROLL IMPACT

The deduction towards Universal Health Insurance will add a burden to the employee and it will also be an additional cost to the employer.

ANGOLA - Tax Table Changes 2024

The General State Budget (OGE) for 2024 was approved by the National Assembly on 13 December 2023 and enacted on 26 December 2023. The amendments to the 2024 Economic Year (OGE-2024) appear in Law No. 15/23, of 29 December 2023 (OGE-2024 Law), and in all its annexes. The Law, and concomitantly the changes to payroll, are effective from 1 January 2024.

Article 20 amends the Employment Income Tax Code (Imposto sobre os Rendimentos do Trabalho) and will affect employee’s taxes as follows:

    • Income earned up to a limit of Kz 100,000 per month is now exempt from IRT. Previously the zero-rated bucket was set at Kz 70 000 per month.
    • The old tax brackets have been amended for the 2024 tax year- refer to the table below.
    • The 10% bracket of Kz 70 000 to Kz 100 000 is removed.
New Tax Tables for 2024
PAYROLL IMPACT

The changes to the tax table will provide some relief to employees at all levels of income.

However, cognizance should be taken of the fact that Angola has experienced high inflation over the second half of 2023 (refer to the graph below) which will have eroded employees purchasing power. Any reduction in taxes paid in 2024 will therefore be a welcome relief.

IVORY COAST - Tax Changes 2024

The Presidency of the Republic published ‘Ordonnance No 2023-179 du 13 September 2023″ which will take effect on 1 January 2024. The consequence of the Ordinance is a comprehensive reform of the calculation of personal taxes relating to salary, wages, pensions, and life annuities. The reform is the result of suggestions by the IMF which stated that the previous “… personal income tax regime is complex and regressive”.

Previously, ITS comprised of three different taxes which were payable by the employee, namely:

    • IS (Tax on Salary/Wages) which was 1.5% of 80% of taxable employment income.
    • CN (National Contribution) which was taxed at progressive tax tables based on 80% of taxable employment income, and
    • IGR (General Income Tax) which was calculated using a specific formula and progressive tax tables, taking into consideration the employee’s family situation.


The ITS reform consists of the following:

    • Merging the three taxes payable by the employee (IS, CN, and IGR) into one single payroll tax.
    • Adopting a progressive tax table (which will consist of 6 brackets).
    • Instituting a tax reduction/credit mechanism for dependents to replace the family quotient, to consider the employee’s family situation. For example, if the employee is:
      • Single, divorced, or widowed with no children, will have 1 share,
      • Married individuals with no children, single or divorced individuals with one dependent child will have 2 shares,
      • These values will increase with 0,5 shares for each additional dependent child limited to 5 shares, or it will increase with 1 for each disabled minor or adult dependent child.
    • Establishing a zero-rate tax bracket for monthly taxable employment income less than 75,000 francs per month.
    • Increasing the monthly exempt portion of retirement pensions and life annuities from 300 000 francs to 320 000 francs.
    • Reducing tax on retired employees over 70 years of age, by reducing the tax with an abatement of 75%.
    • The standard abatement/deduction of 20% will be repealed and the progressive tax tables will be applied to 100% of the taxable employment income.
New Tax Tables for 2024
Tax Rebate Table for Family Charge 2024
PAYROLL IMPACT

In general, most employees will experience a small increase in net take-home pay. Some employees will experience slightly higher taxes and concomitantly, lower take-home pay. This will depend on the number of dependents which is applied to the above Tax Rebate for Family Charge table.

ZAMBIA - Tax Table Changes 2024

The 2024 Budget Address was enacted on 26 December 2023 and thus the legislation and the impact on payroll will become effective on 1 January 2024.

Limited changes were made to the tax tables:

    • The exempt threshold has increased from K4 800.00 to K5 100.00 per month.
      • This represents an increase of 6.25% which is disappointing given that inflation in November 2023 was 13.1%.
    • The marginal tax rate for the highest income bracket has been reduced slightly from 37.5% to 37.0%.
Annual Tax Table
PAYROLL IMPACT

The increase in the exempt threshold as well as the reduction of the highest income tax bracket will benefit all employees, and their net income will increase marginally.

NAPSA Ceiling Increase 2024

The National Pension Scheme Authority is mandated to review the contribution ceiling and pension payments annually and adjust them in line with any change in the National Average Earnings (NAE).

This is in accordance with Section 35 of the National Pension Scheme Act No 40 of 1996. The NAE figure for 2024 has increased to K7,454.00 from K6,710.00 in 2023 as determined by the Zambia Statistics Agency.

Accordingly, on 4 January 2024, the National Pension Scheme Authority advised that the maximum monthly employee contribution for the year 2024 has been revised to K1,490.80 from K1,342.00- an 11% increase. Given that the employee and employer both contribute 5%, the maximum total monthly contribution will increase to K2,981.60.

    • The contribution rate remains unchanged at 10% of an employee’s monthly gross earnings; and
    • For NAPSA purposes, earnings refer to any benefit given by an employer in exchange for the employee’s service. Earnings therefore include basic salary, bonuses, commission, severance pay, overtime allowance, leave allowance, acting allowance, and commuted leave days.
PAYROLL IMPACT

The upward adjustment to the ceiling will increase the contributions of most employees and concomitantly have a direct impact on their net pay.

NIGER - ANPE Contribution Increase

Currently, employers are required to pay 0.50% of the employee’s social security base to the Agence Nationale pour la Promotion de l’Emploi (the Employment Promotion Agency or ANPE). This government organisation is responsible, among other things, for jobseeker placements and contribution to the development and implementation of a national employment policy, through the implementation of programmes of integration and reintegration of the unemployed

In accordance with Decree No. 2023-258/P/CNSP/MFP/T/E of November 3, 2023, which modified and supplemented Decree No. 2002-277/PRN/MFP /T of November 29, 2002, employers in the para-public and private sectors are informed that the rate of the employer contribution has increased from 0.5% to 1% of the payroll, from 1 January 2024.

The contribution is recovered by the National Social Security Fund (CNSS) according to the same terms as social contributions.

PAYROLL IMPACT

This contribution is only made by employers and as such, there will be no impact on employees. It will however increase the employment cost for companies.

About Axiomatic

Axiomatic currently runs both insourced and outsourced payrolls in 44 African countries on a cloud-based platform that is ISO27001 accredited.

In addition, we have significant experience integrating the payroll platform with SuccessFactors, Workday, and other related systems.

Should you wish to know about our offering, please:

Africa: January 2024 Employee Tax Changes Read More »

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