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Articles, practical guides and legal updates written by our experts.
Worker’s rights at the end of a fixed‑term contract (CDD)
When a fixed-term contract ends, three categories of sums must be distinguished: acquired rights, always due even for gross misconduct, the 2.5% precarity payment, and damages where termination is irregular. The article sets out when the payment is excluded and summarises entitlements for each end-of-contract scenario.
Workforce
Staffing in Mali involves the temporary employment of workers in a company through a temporary staffing agency (ETT). The agency has a business relationship with the client company, which is governed by a staffing contract…
Workforce management: adjusting headcount without losing control of contracts
Adjusting headcount to activity: each tool has a limit, and crossing it produces a reclassification, not a warning. …
Working days in Mali: working days, weekly rest and public holidays
Weekly rest is compulsory: at least 24 hours, in principle on Sunday, never replaced by compensation (Labour Code, art. L.142). Only establishments whose activity cannot stop give it by rotation (art. L.143). Overtime on a non-working day is increased by 50% during the day and 100% at night (art. L.137). Public holidays, set by law, are not worked and are paid for monthly-paid staff (art. L.145).
Working hours in Mali: what the employer can decide alone
In Mali, statutory working time is 40 hours a week: beyond that, every hour is overtime and carries a premium of 10% to 100% depending on when it is worked. Equivalences, such as 56 hours of presence for a guard, apply only to jobs listed by ministerial order. A schedule change affecting an essential term of the contract must be proposed in writing, not imposed. Weekly rest of 24 hours is compulsory and no bonus can replace it.
Working time: 40 hours, and every exception that matters
Three contracts, three schedules, one standard payslip. At the first inspection: on what basis did you pay those hours?
Workplace accidents: mistakes to avoid
A workplace accident must always be reported, even where its nature is in doubt: characterisation is for the social security institution, not the employer. The article sets out the 48-hour deadlines, the four most common mistakes and the six actions to take within the hour of the accident.
Workplace accidents: the scheme, benefits and job protection
Compensation for workplace accidents is provided by the INPS, subject to three conditions: registration, contributions up to date and reporting within 48 hours, failing which the employer bears the cost. The absence suspends the contract, preserves the post and seniority, and unfitness opens redeployment with pay maintained.
Workplace accidents: the three conditions
A workplace accident requires three cumulative conditions: a connection to work, a sudden datable event and a bodily injury linked to it. Meeting them triggers a presumption of work-relatedness covering the whole period of incapacity, which only a cause wholly unrelated to work can displace.
Workplace harassment: protecting the victim and the whistleblower
Harassment: victim or witness, whoever reports in good faith is protected, even if the facts are not established.
Writing a Cover Letter
A cover letter complements the resume by highlighting your approach, your goals, and your suitability for the position. One page, a few paragraphs, with no repetition: “Anything the letter simply repeats from the resume is a waste of space.” It grabs the reader’s attention, makes your case, and then tactfully requests an interview—“I kindly ask,” never “please.”
Writing a Resume
A resume should be clear, left-aligned, unadorned, and outline your identity, background, and future goals. It should be quick to read: “The eye moves down the page; it doesn’t skim it.” Be honest about your language skills, explain any gaps in your work history, and avoid exaggerating—"exaggeration won’t get you the job; it will cost you several months."
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