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Undoubtedly, payroll is a critical aspect of any organization. The Pay cycle is a notable feature that provides a sense of accountability for an employee to be paid consistently for their work.

Afghanistan's Payroll Frequency is Monthly.

There is no statutory requirement to pay the 13th or 14th month's salary. However, many employers have decided to offer the 13th month's salary to their employees. There is no 14th month salary.

There is no minimum wage for a permanent worker in the private sector. However, the minimum wage for a permanent worker in the government sector is AFN 6000 per month. For a nonpermanent private sector employee, the minimum wage is 5500 AFN.

The typical workweek is Sunday through Thursday.  

Business hours are typically 7:30 AM to 4:30 PM.

The Labor Law sets a maximum of 40 work hours per week on average.

The overtime may not exceed four hours a day 

An hourly wage for overtime is paid 25% more than the official working hour rate on ordinary days and 50% more than the hourly rate on off days (weekends or holidays)

There is no general personal data protection law. Regulator: There is no data protection authority. Summary: Whilst there is no general data protection law in Afghanistan, the Constitution of Afghanistan provides for the right to confidentiality and privacy of communications.

Hiring employees compliantly in Afghanistan means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Afghanistan so that you don’t run afoul of employment laws. To hire an employee compliantly and offer them mandatory benefits and compliant agreements, you can:

1. Establish your own new legal entity, banking, accounting, and payroll service in Afghanistan, or
2. use an Employer of Record like Global Expansion who can handle all of the details for you.

New employees are required to bring the following:

• Personal Details(Name, Surname, DOB)
• Passport
• Full Birth Certificate
• Identity Document
• Proof of educational qualifications
• Police Clearance Certificate from the country of origin

The probationary period should not exceed two weeks.

The following leaves are observed in Afghanistan

• February 15: Liberation Day

• April 22: Eid al-Fitr

• April 23: Eid al-Fitr Holiday

• April 24: Eid al-Fitr Holiday

• April 28: Afghan Victory Day

• May 1: Labor Day

• June 27: Day of Arafat

• June 28: Eid al-Qurban

• June 29: Eid al-Qurban

• June 30: Eid al-Qurban

• July 28: Ashura

• August 15: Anniversary of Taliban Rule

• August 19: Independence Day (National Day)

• August 31: Anniversary of the Withdrawal of Foreign Troops

• September 9: Martyrs and Ahmad Shah Masoud Day

• September 27: The Prophet's Birthday (Tentative Date)

If National Day falls on a weekend, a day in lieu is granted either on the day preceding or following the weekend.

Payments over holidays:

According to Article 50 of the Labour Code, an employee will be paid for authorized recreational leave in advance.

According to Article 44, in companies where the employer cannot give holidays during public holidays because the work cannot be delayed, the employee will be entitled to 50% of the salary in addition to the normal overtime wage as an incentive.

Men and women in Afghanistan are entitled to 20 days of paid recreational leave per year. Employees are entitled to 10 days of paid essential leave.

A female employee is entitled to 90 days of paid maternity leave. Thirty days of leave is granted before the delivery, and the remaining is granted post-delivery.

There is no provision for paternity leave.

Employees are entitled to 20 days of sick leave with pay and other allowances per year. 

Employee’s sick leave for up to three days can be granted based on a written notice. 

Under the Labor Law, an employment contract may be terminated under the following circumstances:

• Agreement by the parties
• End of contract term
• Retirement
• Death of the employee
• A disability hindering the performance of work
• Cessation of work for more than six months
• Dissolution of the company or reduction in the number of staff
• Final conviction leading to at least two months’ imprisonment of the employee
• Disciplinary reasons
• Refusal to work and
• An unsatisfactory probationary period.

The procedures for dismissal generally require 30 days’ notice, although it is common for employers to provide one month’s salary and benefits in lieu of notice.

Under some circumstances, the employee may also be entitled to severance pay.

The Labor Law does not make any provision for immediate termination.

Collective redundancies can generally not be carried out without the approval of the Ministry of Labor, Social Affairs, Martyrs and Disabled.

If the employer wishes to terminate the employment agreement for any of the reasons provided for in the law, one month’s notice is required.  

Although the law does not state explicitly that the notice must be given in writing, it is generally recommended.

Termination upon immediate notice is possible during the probationary period unless the reason for termination is the unsatisfactory performance of the employee.

Employees may terminate the employment agreement without prior notice if the employer has violated the labor law or breached the provisions of the employment agreement.

Termination without notice to the employer is also allowed in the case of incurable illness of the employee. In other circumstances, one month’s prior written notice is the general rule.

When an employee is terminated because of cessation of work, reduction in staff, imprisonment, or refusal to work, the employer is obliged to make severance payments, based on the duration of employment as follows:

• less than one year: one month’s salary, including entitlements;
• one to five years: two months’ salary, including entitlements;
• five to ten years: four months’ salary, including entitlements, and
• more than ten years: six months’ salary, including entitlements.

Afghan visa applicants must follow the Islamic Republic of Afghanistan laws and have a standard processing time of 5-7 business days. Work visa applicants must obtain a work permit from relevant agencies and provide an official letter of introduction from their employer, sponsoring government, or organization. Applicants must be below 65 years old and provide educational documents, visa applications, invitations, and confirmation letters from the Consular Affairs Directorate-General of the Ministry of Foreign Affairs. Afghan Business Visa applicants must provide an introduction, work permit, business license, address, and documentation for commercial activities, tax payments, and bank account numbers.

Background checks are not mandatory in Afghanistan, but if this is a requirement of employment, an employer may legally conduct one and/or ask for a police clearance from the PNG authorities.

• Educational Background 

• Employment History

• Employment Verification

• Passport Validation