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Articles, practical guides and legal updates written by our experts.
The open-ended employment contract (CDI) in Mali
The open-ended contract (CDI) in Mali has no time limit and is used for permanent positions. It provides strong job stability, with termination governed by strict legal procedures.
The prerogatives of the union committee: three written rights, and what is not written
Three requests from the union committee: a room, the notice board, a meeting. Two refusals, and two interferences with written prerogatives.
The project-based contract: a fixed-term contract with no end date, but not without an end
The only fixed-term contract that may run beyond two years, in exchange for never being renewable.
The project-based fixed-term contract
The project contract is the only fixed-term contract that may run beyond two years, but it cannot be renewed and its term is the completion of the works, which makes the description of the subject matter decisive. Contrary to common belief, the 2.5% end-of-contract payment is due, since it does not appear in the exclusions listed in Article L.24.
The qualification contract and the internship contract
The qualification contract targets young people aged 35 or under holding a vocational qualification, for six months renewable three times, with pay at least half the contractual salary for the equivalent post. Without supervision and genuine training, these integration schemes risk reclassification as ordinary employment.
The replacement fixed-term contract (CDD)
A replacement fixed-term contract may only cover an employee whose contract is under legal suspension, and must name the replaced person and their qualification, failing which it becomes open-ended. It carries no entitlement to the 2.5% end-of-contract payment, and the holder's early return does not amount to force majeure.
The scale of sanctions: building it, calibrating it, applying it
The scale of sanctions in the internal rules fits on one line. The HR manager will have to decide alone, and he will decide badly.
The standard fixed-term contract (CDD)
A standard fixed-term contract meets a temporary business need: writing required, two years maximum, two renewals. Beyond that, it is open-ended.
The sursalaire (above-scale pay supplement)
The salary supplement bridges the gap between the legal minimum and the market rate: it is a balancing mechanism, an adjustment above the minimum, “without violating the law.” It results from an agreement between the employer and the employee. Example: agreed-upon salary of 100,000 CFA francs, legal minimum of 40,000 CFA francs → additional pay of 60,000 CFA francs. It preserves the pay scale: the difference is held in a separate account and is not incorporated into the base salary.
The temporary replacement contract
A temporary replacement contract covers the absence of an employee whose contract is legally suspended and must name the replaced person, their position and the ground, failing which it becomes open-ended. It ends on the holder's return, requires a minimum duration where the term is imprecise, and carries no entitlement to the 2.5% end-of-contract payment.
The trade union in Mali: what it is, what it can do, what it requires of you
Article L.232, rewritten in 2017, gives Malian unions the study and defence of the rights and the material, economic, social and moral interests, collective and individual, of their members. Formation is filed with the administration: the employer authorises nothing. The union, not the delegate, holds civil personality. Passing over a worker for union membership costs up to XOF 250,000 per worker.
The union delegate: who he is, what he may do, how he is protected
The manager refuses the union delegate access to the notice board, for lack of accreditation. A union delegate is not accredited, he is notified.
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