Human Resources

Welcome To Human Resources!

General Advice


  • Hiring employees
  • Being selff-employed
  • Social Secuirity
  • Termination of employment
  • Recruiting options
  • Talent market overview

  • Hiring employees

    Any organisation looking to hire employees will need to register through the RSSB website

    Employee registration is free of charge. The detailed process, including the required documents to register a new employee, can be found on the RDB Business Procedures.

    Employee registration is free of charge. The detailed process, including the required documents to register a new employee, can be found on the RDB Business Procedures.

    Being self-employed

    If you are self-employed you will have to do a so-called Voluntary Registration

    Social security

    As soon as you have officially hired staff you are liable to pay the relevant monthly RSSB contributions. This is paid to the RRA. Make sure to do this by the deadline to avoid incurring a fine!

    For specific assistance or to ensure that you have not missed anything, the help of an accountant is generally recommended.
    Some of the employee contributions include:

    • Pay as You Earn (PAYE)
      • PAYE is a tax on employment income that is withheld by employers on behalf of their employees. This is to save employees having to each declare their own income. Instead, the employers are required to declare and pay PAYE on behalf of their employees.YAPE
      • You can calculate the PAYE .for each employee here
    • Medical Insurance Scheme:
      • Private-sector employers may choose to register their employees with RSSB or any other private insurance company for health insurance.(RDB Business Procedures – Social Security Registration)
      • For employees registered with RSSB, the monthly contribution represents 15% of the employee’s basic salary. It is paid by both the employer and the employee at the rate of 7.5% each. […] The employer is responsible for deducting, declaring and paying their employee’s contribution to RSSB. The contribution is deducted on a monthly basis and paid not later than the 10th day of the following month.(RRA)
    • Pension Scheme:Enrolling on pension benefits is compulsory for all salaried workers (regardless of nationality) ****The contribution rates are 3% paid by the employer and 3% by the employee.(RRA)
    • Maternity contributionsIs equal to 0.6% of gross salary (0.3% employer’s share and 0.3% employee’s share.)(RSSB Maternity leave).

    Termination of employment

    Subject to the provisions of the employment contract, the period of notice given by the employer or employee must be:

    • At least fifteen (15) days, in case an employee has served for less than one (1) year;
    • At least thirty (30) days, in case an employee has served for more than one (1) year.

    The notice must be given in writing and state the reasons for termination of the employment contract.(Labour Law, 2018)
    In cases of gross misconduct, the employer must notify the employee within 48 hours of the occurrence of evidence of the gross misconduct specifying the grounds for termination.

    Recruitment options

    These are the main avenues for recruiting:

    • Through own networkWhether looking for consultants or hiring for senior and management-level positions it is not uncommon to find people through recommendations within Kigali’s business scene. The EBCR network in particular can be a great source for recommendations for these types of roles in accounting, recruitment, software engineering and others. (Case Study → Viebeg Medical)Bear in mind that highly-skilled Senior-level hires can be hard to find locally and thus especially expensive. (Case Study →Viebeg Medical)
    • Recruitment consultanciesThere is a range of recruitment consultancies to choose from in Kigali often specialising in different sectors.For entry-level candidates, we recommend speaking to BAG Innovation. Alternatively to staff your organisation with top-level applicants you can contact Sandberg Ltd.
    • If you are looking to find a local business partner speaking to a recruitment consultancy is strongly recommended as they can find out about the local reputation and do background checks. (Case Study →Sandberg Ltd)

    • Hiring fresh graduatesHiring graduates can also be done by directly contacting educational institutions. Institutions here are quite receptive to companies in the private sector offering internships to fresh or near graduates. (Case Study →Hollandia Fair Foods) Some of the local institutions include:
    • For software developers, there are also vocational training programs that offer certifications such as:

      It is quite common for Members to report a relatively lower skill level for fresh graduates compared to equivalent graduates from European institutions. As such, you can expect to have to spend considerably more time in the initial training. (Case Study → Viebeg Medical)

    • Popular job boardsAnother option is to place an ad on the following popular online job boards:

    (Case Study → OX Rwanda)

    Talent market overview

    Overall, the educational level in Rwanda is still quite low. This is a well-known problem to most foreign entrepreneurs here. We advise to keep low expectations in terms of skill level (particularly for fresh graduates) and focus on hiring candidates for potential instead while focusing on training them in-house. (Case Study → BDO Rwanda)
    Similarly, members have often reported a low quality of service for certain consultants (especially in accounting services). Good, reliable consultants (e.g. in accounting, recruitment, software, etc.) exist but they are few and hard to find. Seeking recommendations through a local network like EBCR can go a long way toward saving time and money trying to right people. (Case Study → Hollandia Fair Foods)

    For senior roles (e.g. CFO, COO, etc.) hiring from abroad is possible but bear in mind that this should be thoroughly justified with the appropriate immigration services to acquire a work permit. Please see the section on Immigration for more information.

    One particularity of the job market in Rwanda (and especially Kigali) is that it is heavily affected by the presence of NGOs. The non-profit sector often offers very high salaries in comparison to the local private sector (sometimes as much as 10 times higher). This results in a strong preference for non-profit roles among top-level candidates alongside the risk of losing employees to the non-profit sector after one or two years. (Case Study → BAG Innovation)