Country Language:
Portuguese
Country Currency
(CVE) Cabo Verde Escudo
Location
Country Labor Law References & Information
1. Cabo Verde Labour Law
Cabo Verde has a civil-law framework. Employers should read the Labour Code together with its amendments and the collective agreement applicable to the business or occupation. The official gazette, the Boletim Oficial, gives the publication date and text of each instrument. In particular, the 2016 republication predates the change to parental leave.
Key Legislation and Official Resources
| Legislation | Description | Official Source |
|---|---|---|
| Labour Code, Legislative Decree No. 5/2007 of 16 October 2007 | Establishes the framework for work performed under an employer’s direction, including contracts, pay, working time, leave, collective relations, discipline and termination. | Official Gazette, original Code |
| Legislative Decree No. 5/2010 of 16 June 2010 | First amendment. Revises provisions of the instrument approving the Code and provisions within the Code itself, including provisions on collective labour relations. | Official Gazette, first amendment |
| Legislative Decree No. 1/2016 of 3 February 2016 | Second amendment. Revises employment rules and introduces provisions on telework. The Gazette republished the decree on 4 February. | Official Gazette, republication |
| Law No. 32/X/2023 of 4 August 2023 | Amends the Code’s parental-leave and breastfeeding provisions. It extended maternity leave and introduced compulsory paternity leave immediately after birth. Effective 5 August 2023. | Official Gazette, third amendment |
| Social Protection Framework Law No. 131/V/2001 of 22 January 2001 | Sets the foundations of social protection. The applicable implementing regime determines registration, contributions and eligibility for benefits. | INPS legislation collection |
| Decree-Law No. 58/2020 of 29 July 2020, amended by Decree-Law No. 24/2022, and Joint Order No. 28/2026 of 20 March 2026 | The decrees govern compulsory insurance for accidents at work and occupational diseases. The 2026 order approves the list of occupational diseases and its reference table. | Official Gazette, occupational disease order and legal basis |
| Personal Data Protection Law No. 133/V/2001, as amended by Laws No. 41/VIII/2013 and No. 121/IX/2021 | Governs personal data used in recruitment, personnel administration and transfers. The data protection commission publishes the legislation and guidance for employers. | CNPD legislation register |
| Law No. 66/VIII/2014 of 17 July 2014, as amended, and implementing Decree-Law No. 2/2015, as amended | Governs foreign nationals’ entry and stay. Decree-Law No. 13/2025 revises the implementing rules, including those for residence linked to professional activity. | Official Gazette, 2025 implementing amendment |
| Personal Income Tax Code, Law No. 78/VIII/2014 of 31 December 2014, as amended | Establishes personal income tax, known as IRPS. Employers should use the tax authority’s current filing calendar when administering withholding. | Official Gazette, IRPS Code · DNRE tax calendar |
| Official Gazette and ILO standards | The Gazette is the national repository for enacted measures. The ILO country record identifies the conventions Cabo Verde has ratified and their status. | Official Gazette archive · ILO NORMLEX, Cabo Verde |
Labour Authorities and Employer Services
| Institution | Responsibility | Official website |
|---|---|---|
| Direção-Geral do Trabalho (DGT) | Handles labour relations, supports collective bargaining and provides conciliation. Employers can consult it about formalities for particular employment contracts. | DGT labour relations |
| Inspeção-Geral do Trabalho (IGT) | Inspects workplaces and monitors working conditions, including occupational safety and health. | IGT inspection service |
| Instituto Nacional de PrevidĂŞncia Social (INPS) | Registers contributors and insured workers, receives wage declarations and contributions, and administers social insurance benefits. | INPS employer obligations |
| Instituto do Emprego e Formação Profissional (IEFP) | Provides public employment services, vocational training and access to employment centres and the PEPE recruitment portal. | IEFP employment registration |
| Direção Nacional das Receitas de Estado (DNRE) | Administers tax identification, tax returns and withholding. | DNRE taxpayer services |
| Comissão Nacional de Proteção de Dados (CNPD) | Oversees personal data protection and publishes guidance on handling applicant and employee records. | CNPD employer guidance |
| Alta Autoridade para a Imigração (AAI) | Provides guidance to migrants on accessing the labour market. The government residence portal lists the immigration routes and supporting documents. | AAI labour-market guidance · Residence portal |
2. Labour Legislation in Cabo Verde
Contracts, Pay and Working Time
An employer should identify the role, work location, duties, pay, hours and applicable collective terms before making an offer. Open-ended employment suits an ongoing role. A fixed-term appointment needs a ground recognised by the Code. If the worker challenges that ground, the employer must be able to prove it. A signed agreement should record the reason for the term, its end date or ending event, and the renewal arrangements. Foreign-worker contracts can carry additional formalities.
The statutory minimum wage applies to covered employment. Payroll should check the private-sector floor in force for the pay period and any higher wage under the applicable collective agreement. A government resolution creating a commission to implement minimum-wage policy does not itself set a new pay rate.
The Code regulates ordinary daily and weekly hours, breaks, weekly rest and overtime. A shift roster should show where the rest periods fall, especially when an employee works across two calendar days. Payroll should distinguish ordinary hours, overtime and work on rest days or public holidays so it can apply the correct treatment.
Annual Leave, Sickness and Family Leave
Employees have a right to paid annual leave. Employers should agree and record leave dates, preserve the employee’s holiday pay and reconcile leave when employment ends. For sickness absence, HR should record the notification and obtain the required evidence of incapacity. An employee’s right to be absent and eligibility for an INPS cash benefit are separate questions.
For a birth, the mother is entitled to maternity leave and the father must take paternity leave immediately after the birth. The Code also provides time off for breastfeeding. HR should plan cover for both parents and use the amended Code to determine leave, then check the employee’s benefit claim with INPS.
Safety, Equal Treatment and Social Insurance
Employers must provide safe working conditions, give workers safety instruction and provide protective equipment where the job requires it. They must also arrange compulsory occupational accident and disease insurance. For example, a hotel can use the occupational disease reference table when reviewing staff exposure to cleaning agents or noise. The March 2026 order identifies relevant exposures and activities.
The Code protects equal treatment and collective labour rights. Employers should apply the same job-related standards to hiring, training, pay and promotion. Workers can organise and bargain collectively. Before changing pay or working arrangements, HR should establish whether a collective agreement covers the affected group.
Employers register with INPS and enrol employees as insured workers. They declare earnings and remit the employer and employee contributions applicable to the worker’s regime. Social protection includes healthcare benefits and pensions, subject to eligibility. HR should confirm the worker’s registration details and explain how eligible family members can be registered.
Ending Employment
The expiry of a lawful fixed term, a resignation, a disciplinary dismissal and a redundancy follow different procedures. Before communicating a decision, the employer should establish the legal ground, check notice and any consultation requirements, and calculate final pay and compensation where due. A disciplinary case calls for evidence and an opportunity for the employee to answer the allegations. Unlawful dismissal can lead to reinstatement and back pay.
3. The Most Popular Job Boards in Cabo Verde
Employers can reach candidates through the public employment service, local vacancy publishers and recruitment platforms. The selection below describes what each service actually offers. Comparable, independently verified audience figures were unavailable, so the order reflects each service’s purpose.
| Platform | Link | Description |
|---|---|---|
| IEFP, PEPE employment and internship portal | PEPE public employment portal | Candidates can register for jobs and professional internships. Employers can create an organisation account and advertise opportunities. Jobseekers can also register in person at an IEFP employment and training centre. |
| Vagas Cabo Verde | Vagas Cabo Verde listings | A local vacancy publisher carrying employer recruitment notices. Candidates should follow the application channel and deadline in the individual notice. Employers can submit opportunities for publication. |
| Trabadju | Trabadju job search | Candidates can create a profile, add a CV and filter opportunities by island, sector and work arrangement. Employers can publish roles. The location filters are useful when a vacancy requires attendance on a particular island. |
| Olhar Cabo Verde, Vagas | Olhar Cabo Verde vacancy directory | Displays opportunities supplied by Vagas Cabo Verde and directs readers to the source advertisement. Jobseekers can browse the directory, while employers planning advertising spend should count the two listings as a shared distribution channel. |
For employers, the island belongs in the vacancy title or opening line. A hotel recruiting on Sal and a company offering remote work from anywhere in Cabo Verde are addressing different candidate pools. For jobseekers, the original notice is the place to confirm the work location, closing date and destination for applications. PEPE also offers a route for candidates seeking a professional internship.
Foreign Nationals and Contract Formalities
Employers should verify the candidate’s lawful stay and the right to carry out the specific work. The government distinguishes residence for salaried employment from residence for independent professional activity. HR should check the candidate’s nationality, existing status, proposed activity and documents against the current route before agreeing a start date.
The Labour Code generally requires a written contract for a foreign worker outside the exceptions in Article 282. The employer should check whether an exception applies and confirm the required contract formalities with the DGT. Immigration clearance, the employment contract and INPS enrolment are distinct steps. Someone already living in Cabo Verde may still need a status check when changing the type of work they do.
4. Doing Business in Cabo Verde
Communication and Negotiation
Portuguese is the official language. Cabo Verdean Creole, also known as Kriolu, is widely used in everyday communication. For a cross-border team, a practical approach is to ask which language participants prefer for discussions and circulate the agreed terms in Portuguese, with a translation where useful. A negotiation about a post in Mindelo should settle the work location, any travel to Praia and who approves travel costs before the offer goes out.
Establishing The Business and Preparing Payroll
Cabo Verde’s Plataforma Empresa Online explains how a domestic or foreign founder can form a company, including through an authorised representative. The required documents depend on the legal form and capital arrangements. Before its first hire, a foreign business should establish which entity will sign the contract and whether its planned activities require local registration or licensing. The company-formation portal covers incorporation. A foreign business considering direct employment from abroad should confirm its own registration and tax position with the authorities.
For payroll, the employer needs a tax identification number (NIF), the appropriate INPS registration and a process for collecting employee information securely. INPS requires a monthly wage declaration, the Folha de Ordenados e Salários (FOS). The tax authority publishes the schedule for the periodic income declaration (Declaração Periódica de Rendimentos, DPR) and payment of tax withheld. Each payroll close should reconcile gross pay, employee deductions, employer contributions and the amounts posted to the accounting ledger.
Employees and Independent Contractors
The Labour Code covers work carried out under an employer’s direction. A proposed “consultant” who works the company’s roster, takes daily instructions from its manager and performs the same ongoing duties as employees warrants a classification review before onboarding. For a genuinely independent engagement, the parties should document the agreed service, delivery terms and the provider’s control over how the work is performed. INPS has a separate registration route for self-employed workers. A classification error can affect employment rights, contribution reporting and payroll records.
This page is intended as a general reference guide to the most commonly used job boards and key employment-related resources in the country, including links to local labor laws where available. While HR DADA strives to keep this information current, we update these listings periodically to reflect changes in market trends, platform relevance, and regulatory updates. For the most accurate and tailored guidance, whether for compliance, recruitment strategy, or HR market entry, we recommend reaching out directly to the HR DADA team via chat space.crew@hrdada.com.
