The Senegalese economy has majorly relied on a single cash crop, the peanut but the government has tried to diversify into cotton, garden produce, and sugarcane, as well as supporting nonagricultural sectors. The government was successful in making fishing, phosphates, and tourism key sources of foreign cash at the start of the twenty-first century, even though the state of transportation and electricity infrastructure limited the amount of expansion possible. The exploitation of mineral resources such as gold, petroleum, and natural gas also contributed to economic diversification.

Agriculture employs over two-thirds of the economically active people and serves as the foundation for industry. Tourism, on the other hand, is one of the country's key sources of foreign cash and has helped Senegal become one of West Africa's most visited countries. Additionally, Senegal's industrial production is more advanced than that of most Western African countries.

Senegal's general minimum wage varies in different sectors, for agricultural workers, it is CFA 182.95 per hour while for general workers it is CFA 209.10 per hour.

The payroll cycle in Senegal depends on the employment contract, it can be done hourly, daily, weekly, or monthly. 

Annual income (XOF*)                                               

From 0                To        630,000                      Tax rate(%)     0

From 630,001     To        1,500,000                    Tax rate(%)   20

From 1,500,001   To        4,000,000                    Tax rate(%)  30

From 4,000,001  To        8,000,000                    Tax rate(%)   35

From 8,000,001  To        13,500,000                   Tax rate(%)   37

From 13,500,001,             And above                   Tax rate(%)   40

Annual Leave 

After completing at least 12 months of employment, an employee is entitled to 24 working days of yearly leave. The period of paid yearly leaves increases with service time, as determined by other legislation and collective agreements.

Sick Leave 

Employees are entitled to a minimum of five paid sick days per year.

Employees covered by the national interprofessional collective agreement have the right to sick leave based on their duration of service with an employer. 

• Employees who have worked for a company for less than a year are entitled to one month of full pay and three months of half-pay under the collective agreement. 
• Employees with more than one year of service but less than five years are eligible for one month of full salary and four months of half pay for sick leave. 
• Employees with more than five years of service are eligible for two months of full-pay sick leave and five months of half-pay sick leave.

Maternity Leave 

Maternity leave for female employees is 14 weeks (98 days), including eight weeks of post-natal leave.

Maternity leave can be extended by three weeks if an employee contracts an illness caused by pregnancy or confinement and is validated by a medical practitioner. Furthermore, new female hires, are entitled to a one-hour paid nursing break.

Mothers must nurse their baby until the child reaches the age of fifteen (15) months. The maternity allowance is determined at the rate of the employee's last salary at the full daily wage. The government pays the maternity benefits.

Paternity Leave 

Workers with at least six months of service are entitled to one day of fully paid paternity leave after the birth of a child, according to the inter-professional collective agreement.

Fixed-term contracts generally expire at the end of their term and may only be canceled early for exceptional reasons, most commonly substantial misconduct on the side of one of the parties. An indefinite contract can be canceled by the parties' consent or by any party after the requisite notice time.

Notice Period 

All termination notices must be in writing and include a reasonable cause for the termination. The notice period is dependent on an employee’s job position. 

• Executives and similar positions should be given three months' notice.
• White-collar monthly paid employees, blue-collar monthly paid employees, and permanent hourly, daily, or weekly paid employees should be given eight days to one month notice, depending on the length of service.

Severance

Under the collective bargaining agreement, severance compensation is calculated as a percentage of total monthly wages and is determined by the length of employment. During the first five years of employment, employees receive: 

• 25% of their monthly wages (1.25 months of wages for a worker with 5 years of service)
• 30% of monthly income for the next five years, or up to ten years of service (1.25 months + 1.50 months of wages for a worker with ten years of service)
• 40% of monthly income after the tenth year (1.25 months+1.50 months+ 2 months wages for 15 years of service)

Probation Period 

The probationary period cannot exceed six months.

The national interprofessional collective agreement specifies the probationary period as follows: 

1. For workers paid by the month, the probationary period is: 

• One month (renewable once) for employees, supervisors, technicians, and other comparable workers 
• Engineers and managers: three months (renewable once)

2. For hourly employees, the probation period lasts eight days (renewable once)