Africa PEO
You already have an entity in the country. We take over the HR, payroll and compliance around your employees under a co-employment or outsourced-HR model, so your local operation runs like one that has had an HR department for years.
What is included
The HR function your local entity would otherwise have to build, delivered under your company’s name.
- Local-law employment contracts, policies and handbooks for your entity
- Onboarding, statutory registrations and probation management
- Monthly payroll, payslips and statutory remittances for your entity
- Benefits administration: medical, pension, allowances, group risk
- Leave, attendance and HR records to local record-keeping requirements
- Performance, disciplinary and grievance processes run to local procedural-fairness rules
- Labour-inspection readiness and responses to authority queries
- Terminations, severance calculations and exit documentation
The difference is who the legal employer is. Under EOR it is us; under PEO it is your entity, with us running HR alongside you.
- You have no entity in the countryEOR
- You have an entity but no HR capacityPEO
- You want to move people to your new entityEOR → PEO
- You only want payroll processedPayroll
How PEO works in Africa
“PEO” means different things in different markets. Here is what we mean by it.
Your entity employs
The employment contract is between your company and the employee. Legal employer status, and the liabilities that go with it, stay with you.
We run the HR
Under a services agreement we operate payroll, benefits, records, statutory filings and employee relations as your outsourced HR and payroll department.
Co-employment where the law allows
In South Africa and a few other markets a genuine co-employment arrangement is possible; where it is not, we act as your registered payroll and HR agent.
Live within one payroll cycle
- Data and document collectionEmployee master data, current contracts, registrations, year-to-date payroll and any open HR matters.
- Gap reviewWe check contracts, policies and registrations against the local code and list what needs fixing — there is usually something.
- Parallel runOne payroll cycle alongside your current process, reconciled to the cent before we take over payment.
- Steady stateOne cut-off, one register to approve, one invoice; HR queries from your staff come to us.
The employer obligations we run for your entity
The same six markets as on the EOR page, seen from the point of view of a company that already employs there.
| 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.
Ready to hand over HR and payroll
Tell us the countries, the headcount and what is not working today. We reply within one working day.
Get in touch
We reply within one working day.
Africa PEO questions?
Is there a minimum headcount?
No. PEO makes sense from one employee upwards, particularly where that one employee is the only person in the country.
Who is liable if something goes wrong?
Your entity is the employer and carries employer liability. Our services agreement sets out our responsibility for the work we do — accurate payroll, timely filings, compliant processes — and we carry professional indemnity cover for it.
Can you fix a mess we have inherited?
Usually. The gap review at onboarding identifies missing registrations, non-compliant contracts and unpaid contributions, and we sequence the remediation with you.
Can you handle a disciplinary or a retrenchment?
Yes. Both are procedure-heavy in most African jurisdictions, and getting the procedure wrong is what loses cases. We run the process; your managers make the decisions.
Can we mix EOR and PEO?
Yes, and most multi-country clients do: PEO where you have entities, EOR where you do not, under one agreement and one account manager.