Africa payroll
Multi-country payroll for your own African entities: gross-to-net in each jurisdiction, statutory remittances on each local deadline, payslips in the local format, and one consolidated report for your finance team.
What is included
A complete monthly cycle in every country, and the annual filings around it.
- Gross-to-net in each country: salary, allowances, overtime, commissions, bonuses and benefits in kind
- Employer and employee statutory contributions calculated to current rates, caps and thresholds
- Statutory remittance files and payments on each country’s deadline
- Payslips in the local format and language, delivered through an employee portal
- Local bank payment files or disbursement from a client account, in local currency
- Leave and attendance records to local requirements
- Annual employer returns and employee tax certificates (IRP5, P9 and their equivalents)
- Final payments, severance and exit documentation
- Consolidated multi-country report and general-ledger export
You send changes by the cut-off; we send back a register per country to approve. After approval, payments and remittances run on the local dates.
- Changes and new joiners submittedBy the 15th
- Registers for approval18th–22nd
- Salaries paid, payslips issuedLocal pay date
- Statutory remittancesLocal deadlines
- Consolidated report to financeMonth-end
The compliance we carry
African payroll is not arithmetically hard. It is procedurally unforgiving, in fifty-four different ways.
Social security and pensions
UIF and SDL, Nigerian pension and NSITF, Kenyan NSSF and SHIF, Egyptian social insurance, SSNIT, CNSS — each with its own rates, caps and portals.
Income tax
PAYE calculated and remitted to SARS, FIRS and state boards, KRA and their counterparts, with the annual employer reconciliation and employee certificates.
Labour law
Minimum wages, overtime multipliers, leave accrual and 13th-cheque rules that differ by country and sometimes by sector or bargaining council.
Exchange control and banking
Local-currency payment, exchange-control approvals where they apply, and the banking realities of paying on time in each market.
Employer obligations at a glance
Six markets, indicative rates. The full picture for your countries comes with the quote.
| Country | Main employer contributions | Notable rules | Currency |
|---|---|---|---|
| South Africa | UIF 1%, SDL 1%, COIDA (rate by sector); PAYE withheld | BCEA minimums; 21 consecutive days’ leave; TES rules after 3 months | ZAR |
| Nigeria | Pension 10%, NSITF 1%, ITF 1%, NHF; PAYE by state | Employee pension 8%; state-level tax authorities | NGN |
| Kenya | NSSF tiered, SHIF 2.75%, Housing Levy 1.5%; PAYE | Employee matches Housing Levy; NITA levy | KES |
| Egypt | Social insurance c. 18.75% employer | Employee c. 11%; fixed-term contracts common | EGP |
| Ghana | SSNIT 13% employer | Employee 5.5%; Tier 1–3 pension structure | GHS |
| Morocco | CNSS and AMO c. 21% employer | Employee c. 6.7%; CDD/CDI contract rules | MAD |
Indicative figures from published statutory rates as at September 2026; rates, caps and thresholds change and vary by sector and salary band. We confirm the exact loaded cost for the specific role and country before you sign.
Live within one payroll cycle
- Data collectionEmployee master data, current registrations, year-to-date figures per country, and your approval workflow.
- Parallel runOne month alongside your existing provider or process in each country, reconciled before anything is paid.
- Go liveRegisters approved, payments and remittances go out on the local dates, consolidated report to finance.
- Steady stateOne account manager for all countries; changes by portal or email; quarterly compliance review.
Payroll, PEO or EOR?
Payroll is for companies that have entities and their own HR. PEO is for companies that have entities and no HR. EOR is for companies that have neither.
| Payroll | PEO | EOR | |
|---|---|---|---|
| Who is the employer | Your entity | Your entity | Our entity or partner |
| You need in-country | An entity and registrations | An entity and registrations | Nothing |
| We provide | Calculations, payments, filings, reports | Payroll plus the whole HR function | Employment plus payroll and HR |
| Best for | Entities with their own HR | Entities without HR capacity | No entity; multi-country teams |
| Moving between them | Add HR to move to PEO | Drop HR to move to payroll | Transfer staff when you incorporate |
Ready to consolidate African payroll
Tell us the countries, the headcount in each, and when you want the first run. We reply within one working day.
Get in touch
We reply within one working day.
Payroll questions?
Is there a minimum headcount?
No. We run payroll for a single employee in one country and for several hundred across a dozen.
Can you take over mid-year?
Yes. Year-to-date figures are loaded per country so that annual employer returns and employee certificates are complete.
Do we need a bank account in each country?
For your own entity, normally yes — local law usually requires local-currency payment from a local account. Where you do not yet have one we can disburse from a client account as an interim measure in some markets.
What software do you use?
A multi-country payroll platform with country-specific engines, an employee self-service portal for payslips and leave, and exports to the major general ledgers. Your finance team sees one consolidated view.
Can a payroll provider also employ our staff?
Only if it offers Employer of Record. We do; see Africa EOR.