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Labour law A-Z
Articles, practical guides and legal updates written by our experts.
Internal rules (règlement intérieur)
Internal rules are compulsory from ten workers and are limited to four areas: work organisation, discipline, hygiene and safety, and salary payment. They become enforceable only after consulting staff delegates, obtaining the labour inspector's approval and a twenty-day waiting period, with capped sanctions and a ban on fines.
Is severance pay taxable?
Severance or retirement pay is exempt from salary tax up to the amount set by the Labour Code (CGI, art. 3; L.53); any negotiated extra is taxable. Notice pay, paid leave and fixed-term end-of-contract payments remain taxable; the special economic dismissal payment is not taxable (L.48). The exempt portion is excluded from the AMO contribution base.
Issuing payslips
A payslip must detail every component of gross pay and itemise deductions, and its particulars are reproduced in a register kept five years after the last entry. Acceptance without protest is not a waiver, and the words "in full and final settlement" cannot be enforced against the employee: only accurate figures make a departure secure. …
Job Protection Plan (PSE): Support Measures in the Event of Collective Redundancies
In a collective redundancy for economic reasons in Mali, a company can put in place financial, social and professional measures to help employees through the transition period.
Labour inspector in Mali: inspector, conciliator and approving authority
The labour inspector inspects, conciliates and approves: they may enter the company at any time, examine registers and impose a fine, issue a formal notice or draw up an official report. In health and safety matters, a formal notice must precede any official report. The inspector must be informed of every dismissal and must authorise that of a staff delegate, or the dismissal is void. A conciliation agreement signed before the inspector can be made enforceable.
Law, collective agreement, company agreement, internal rules, contract: which rule prevails?
Mali’s Labour Code sets a floor: collective agreements, establishment agreements, internal rules and contracts can improve on it, never lower it, and between two applicable texts the one most favourable to the employee prevails (L.70, L.77, L.88). Notice, overtime and minimum wages are read first in the collective agreement. Internal rules may contain no fines. The French-style reversal of norms does not exist in Mali.
Leave and Special Absences: What You Must Grant, What You May Refuse
Annual leave is 30 calendar days a year, increased in working days for service and children, paid at one twelfth of the reference-period remuneration. Buying leave out is void and carry-over stops at two years. The Code sets no scale of permissions beyond the ten-day ceiling and the three days of birth leave. A public holiday worked is paid as increased hours.
Leave and permissions: the overview
Leave and permissions fall into six families, and three questions suffice to identify the applicable regime: leave as of right, a contractual permission, or a convenience authorisation. The article summarises each regime's effect on the contract, pay and annual leave, and stresses that every absence must be formalised in writing.
Leave and year-end shutdowns
An employer may require all staff to take paid leave simultaneously during a year-end shutdown, unless the collective agreement provides otherwise. Late notice exposes it to compensation claims from employees who have already used up their leave, and every insufficient balance must be settled in writing before December.
Legal grounds for suspending the employment contract
The situations in which the contract stops without ending, and what each does to pay and seniority.
Lies on a CV: when and how to dismiss in Mali
In Mali, a lie on a CV justifies dismissal only if it decided the hiring and the employer can prove it (legitimate reason, article L.51). Malian law speaks of gross misconduct, not “serious misconduct”: the judge decides, and if it is rejected, notice and severance pay are due. Check certificates of employment and test the employee during probation, when termination is free. Then follow the procedure: registered letter to the inspector, written notice with reasons.
Long-service payment in Mali: the resignation that carries a payment
In Mali, an employee who resigns after at least ten years of continuous service in the company is entitled to a long-service payment. It is calculated like severance pay: average of the last twelve months and a scale of 20%, 25% and 30% by band. The resignation must be in writing, and notice remains due separately. If the employee leaves to retire, a retirement payment calculated the same way is due instead.
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