OCTOBER 2026 – SENEGAL
NEW LABOUR AND SOCIAL SECURITY CODES
It is important that employers note the following:
Senegal enacts new Labour and Social Security Codes
Senegal has enacted new Labour and Social Security Codes, introducing significant reforms to employment regulation, employee protection and social security coverage.
Law No. 2026-18 of 3 September 2026, establishing the new Labour Code, was published in Official Journal No. 7931 on 17 September 2026. Law No. 2026-19 of 3 September 2026, establishing the new Social Security Code, was published in Official Journal No. 7932 on 18 September 2026.
Under Senegal’s general rules on the applicability of legislation, laws enter into force one clear day after publication unless a later date is expressly specified. The new Labour Code therefore took effect on 19 September 2026, and the Social Security Code on 20 September 2026. Neither Code specifies a later general commencement date.
Labour Code
Key changes introduced by the new Labour Code include:
- Maternity leave: Statutory maternity leave has increased from 14 to 18 consecutive weeks, including 12 weeks after childbirth. The Social Security Code provides for daily maternity benefits for the duration of the maternity leave prescribed by the Labour Code. Employers should update their leave policies, payroll configurations and absence management processes accordingly.
- Electronic payslips: Employers may provide payslips in physical or electronic form. Electronic payslips are permitted but are not generally mandatory. A ministerial order is expected to prescribe further rules concerning payslip content, preparation, transmission and electronic retention.
- Harassment and discrimination: The Code strengthens protection against discrimination, violence and harassment at work. Employers must take reasonable measures to prevent such conduct and act promptly when it is reported.
- Right to withdraw from danger: Employees may withdraw from a situation that they reasonably believe presents a serious and imminent danger to their life or health. Where the right is properly exercised, the employee is protected against retaliation, disciplinary action and deductions from pay.
- New and revised forms of work: The Code regulates teleworking, occasional employment, temporary work and technical unemployment and revises aspects of fixed-term employment.
- Labour inspection and compliance: The reforms strengthen the powers of Labour and Social Security inspectors. Employers should review their employment practices, workplace policies, employee documentation and recordkeeping procedures.
The Labour Code expressly applies to employment contracts already in force. More favourable contractual benefits remain protected, while existing collective agreements and regulations continue to apply where they are compatible with the new Code.
Social Security Code
The new Social Security Code modernises Senegal’s social protection framework. Principal changes include:
- Coverage of self-employed workers: The Code establishes a compulsory social security regime for self-employed and equivalent workers, including specified professional, commercial, agricultural, transport, fishing, craft and artistic occupations.
- Universal health insurance: The Code establishes a universal health insurance framework comprising regimes for employees, self-employed workers and persons requiring medical assistance.
- Registration and contribution administration: The Code envisages simplified affiliation, registration and collection arrangements intended to facilitate social security participation by self-employed workers and persons operating in the informal economy.
- Social security governance: The Code reforms the governance and regulatory oversight of social welfare institutions, including the composition and responsibilities of their governing bodies.
- Enforcement and penalties: The Code strengthens inspection, contribution recovery and enforcement mechanisms and introduces detailed rules governing late contributions, official assessments and employer challenges.
Although the regime for self-employed workers has been established in law, important operational details remain subject to regulations. These include affiliation and registration procedures, contribution bases and rates, collection methods, benefit conditions and management arrangements. Employers and affected workers should therefore not assume that all aspects of the new regime are administratively operational.
Implementation
The new Codes are in force, and provisions that establish complete substantive rights and obligations should be treated as applicable. This includes the Labour Code’s 18-week maternity leave entitlement and its principal protections against harassment, discrimination and serious workplace danger.
However, several reforms expressly require implementing decrees or ministerial orders before their detailed administrative or operational requirements can be applied.
On 1 October 2026, the Minister of the Civil Service, Labour and Public Service Reform stated that more than 50 implementing decrees and orders concerning the two Codes were being prepared. The draft measures are expected to be discussed with employers’ and workers’ representatives before publication.
Employer actions
Employers should take the following actions:
- implement the directly applicable requirements, including the 18-week maternity leave entitlement;
- review employment contracts, leave policies, anti-harassment procedures, health and safety arrangements and teleworking policies;
- confirm maternity benefit claim and reimbursement processes with the relevant social security institution;
- review worker classifications, social security registrations and contribution procedures;
- ensure that electronic payslip arrangements satisfy confidentiality, integrity and personal data protection requirements; and
- monitor the publication of implementing decrees and orders for further payroll, reporting and administrative requirements.
Both Codes are available on the Directorate-General of Labour and Social Security website. Please note that the Codes are currently available in French only.
