[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-burundi\u002F":3,"menu:\u002Fwork:":51,"sites:htmlblocks":276,"subsites":1476,"cite-subsites":5043,"footer:root":5520,"suggested:root":5598,"cite-footer:root":5602},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":7,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":25,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"related_pages":46,"related_sites":47,"in_subsite":48,"contact_page_url":49,"banner_message":50},21508,"minimum-wages-regulations-burundi","Work and Wages",null,"","\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-burundi","labourlaw.labourlawpage","EN_BI","\u002Fcms\u002Fpages\u002F21508\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"World of Work","work",{"title":18,"slug":19},"Minimum Wages","minimum-wage",{"title":21,"slug":22},"Minimum Wages Regulations","regulations",{"title":24,"slug":5},"Minimum Wages Regulations - Burundi",{"title":26,"description":8,"image":27,"canonical":28,"robots":29,"og_type":30,"twitter_card":31,"locale":32,"created_at":33,"last_modified_at":34},"Salary, Minimum Wage, Regular Pay - Burundi","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-burundi\u002F","index, follow","website","summary_large_image","en","2018-10-23T20:07:00+02:00","2025-12-22T23:26:19.707213+01:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Work and Wages\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-06-13\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Minimum Wage\u003C\u002Fh2>\n          \u003Cp>According to the new Labour Code, any worker hired under an employment contract or apprenticeship contract is entitled to a seniority bonus set by national or interprofessional collective agreements and a housing allowance. The salary is determined either by mutual agreement between the employer and the workers or by the order of the Minister in charge of Labour. After consulting the National Labour Council, the Minister's orders establish, after a maximum of four years, the wage zones and the guaranteed interprofessional minimum basic wages; the minimum increase for overtime work and night work, as well as for work performed during weekly rest days and holidays; and increase for seniority.\u003C\u002Fp>\n\u003Cp>Minimum wage rates are determined and adjusted according to the cost of living and the current economic situation. The minimum wage has not been revised since 1988, and is too low to have practical application. Wages are particularly low in the public sector and there are large differences in wages for similar jobs in different ministries and parastatal institutions.\u003C\u002Fp>\n\u003Cp>The implementation of minimum wage rates and other provisions of the Labour Code is the responsibility of the Labour and Social Security Inspectorate, which acts under the authority of the Ministry of Labour. The new Labour Code provides for criminal provisions against employers who violate the provisions on payment of the legal minimum wage and pay workers in currency that is not legal tender must pay a fine of 100,000 to 300,000 Burundian francs.\u003C\u002Fp>\n\u003Cp>Sources: §181-195 & 623 of the Labour Code, 2020\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"https:\u002F\u002Fwageindicator.org\u002Fsalary\u002Fminimum-wage\u002Fburundi\">For updated minimum wage rates, please refer to the section on minimum wage.\u003C\u002Fa>\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Regular Pay\u003C\u002Fh2>\n          \u003Cp>In accordance with the Labour Code, wages must be paid in legal tender regularly at the time and at agreed location. Amount of remuneration must not be less than the minimum wage. Wages are paid directly to the worker unless he\u002Fshe accepts otherwise.\u003C\u002Fp>\n\u003Cp>The law also provides that wages may be transferred to a bank account or an approved financial institution indicated in writing by the worker. \u003C\u002Fp>\n\u003Cp>The employer is under obligation to pay wages in cash on a working day. \u003C\u002Fp>\n\u003Cp>Monthly payments must be made within eight days of the end of month for which salary is due. It is also the responsibility of the employer to pay agreed remuneration with regularity and punctuality. Wage period may be fixed on hourly, daily, weekly or monthly basis. If the employment of a worker is terminated by or on behalf of the employer, the outstanding wages are paid along with severance pay. \u003C\u002Fp>\n\u003Cp>Payment, all or part, of wages in kind is prohibited. Also, payment of wages in a form of liquor or drugs is prohibited. Employer is not allowed to compel workers to spend their salary in a certain way. Workers are entitled to the wages without any kind of deduction that involve direct or indirect payments by the worker. An employer should provide pay slips to all employees on each pay day. Payment must be recorded on a pay slip issued to the worker at time of payment.\u003C\u002Fp>\n\u003Cp>A year-end bonus, considered a gratuity from the employer, is granted to workers covered by this agreement, insofar as professional agreements or company collective agreements provide for it.\u003C\u002Fp>\n\u003Cp>According to Labour Law, any worker hired under an employment contract or apprenticeship contract is entitled to a seniority bonus set by national or interprofessional collective agreements and a housing allowance. \u003C\u002Fp>\n\u003Cp>According the Ministerial Ordinance no 570\u002F512, any person engaged under the terms of an employment contract or an apprenticeship contract, and who meets the conditions stipulated by this ordinance, is entitled to a seniority bonus, payable by the employer.\u003C\u002Fp>\n\u003Cp>The seniority bonus is calculated as a percentage of the worker's actual remuneration. The remuneration used as the basis for calculating the seniority bonus is the worker's remuneration as it results from the employment contract or is attached to the employment contract by virtue of legal or regulatory provisions, collective agreements, an arbitration award, or company regulations, including, where applicable, the legal equivalent of benefits in kind, excluding the following elements:\na) Family allowances; b) Attendance or punctuality bonuses, whenever their true purpose is to reward the worker's stability within the company and they do not constitute a substantial element of remuneration; c) Bonuses granted in consideration of particular working conditions (e.g., danger bonuses, cold\u002Fheat bonuses, remoteness bonuses, etc.); d) Bonuses or wage increases linked to the company's productivity, unless they are paid at regular intervals and constitute a predictable element of remuneration; e) Wage increases for overtime hours, occasional night work, and work on public holidays and weekly rest days.\nThe seniority bonus is set at 3% per year of service.\u003C\u002Fp>\n\u003Cp>Furthermore, the employer is obliged to grant a housing allowance to workers engaged by an employment contract or an apprenticeship contract, under the conditions and at the rates determined by a collective agreement or, failing that, by an order of the Minister responsible for labour.\u003C\u002Fp>\n\u003Cp>Sources:  §93, 182-183, 191-204 of the Labour Code, 2020; §1-3 of the Ministerial Ordinance n°570\u002F512 of 04\u002F05\u002F2023 determining the conditions for the allocation of the seniority bonus; §26 of National Inter-professional Collective Bargaining Agreement, 1980\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Work and Wages\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Code du Travail du Burundi, 2020 \u002F Burundi Labour Code, 2020\n          \u003C\u002Fli>\n          \u003Cli>\n            Ordonnance Ministérielle n° 650\u002F11\u002F 88, 30 avril 1988 \u002F Ministerial Order n. 650\u002F11\u002F88 30 April 1988 \n          \u003C\u002Fli>\n          \u003Cli>\n            Ordonnance Ministérielle n° 630\u002F 116, 9 mai 1979 \u002F Ministerial Order n. 630\u002F116, 9 May 1979 \n          \u003C\u002Fli>\n          \u003Cli>\n            Ordonnance Ministérielle n° 630\u002F 117, 9 mai 1979 \u002F Ministerial Order n. 630\u002F117, 9 May 1979 \n          \u003C\u002Fli>\n          \u003Cli>\n            Ordonnance Ministérielle n° 630\u002F 136, 12 juillet 1978 \u002F Ministerial Order n. 630\u002F136, 12 July 1978\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_compensation_URL_\n      \n          _MW_FOLDER_URL_\n      \n          _SC_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: salary and minimum wages in Burundi – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-06-13\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Minimum Wage\u003C\u002Fh2>\n\u003Cp>According to the new Labour Code, any worker hired under an employment contract or apprenticeship contract is entitled to a seniority bonus set by national or interprofessional collective agreements and a housing allowance. The salary is determined either by mutual agreement between the employer and the workers or by the order of the Minister in charge of Labour. After consulting the National Labour Council, the Minister's orders establish, after a maximum of four years, the wage zones and the guaranteed interprofessional minimum basic wages; the minimum increase for overtime work and night work, as well as for work performed during weekly rest days and holidays; and increase for seniority.\u003C\u002Fp>\n\u003Cp>Minimum wage rates are determined and adjusted according to the cost of living and the current economic situation. The minimum wage has not been revised since 1988, and is too low to have practical application. Wages are particularly low in the public sector and there are large differences in wages for similar jobs in different ministries and parastatal institutions.\u003C\u002Fp>\n\u003Cp>The implementation of minimum wage rates and other provisions of the Labour Code is the responsibility of the Labour and Social Security Inspectorate, which acts under the authority of the Ministry of Labour. The new Labour Code provides for criminal provisions against employers who violate the provisions on payment of the legal minimum wage and pay workers in currency that is not legal tender must pay a fine of 100,000 to 300,000 Burundian francs.\u003C\u002Fp>\n\u003Cp>Sources: §181-195 & 623 of the Labour Code, 2020\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"https:\u002F\u002Fwageindicator.org\u002Fsalary\u002Fminimum-wage\u002Fburundi\">For updated minimum wage rates, please refer to the section on minimum wage.\u003C\u002Fa>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regular Pay\u003C\u002Fh2>\n\u003Cp>In accordance with the Labour Code, wages must be paid in legal tender regularly at the time and at agreed location. Amount of remuneration must not be less than the minimum wage. Wages are paid directly to the worker unless he\u002Fshe accepts otherwise.\u003C\u002Fp>\n\u003Cp>The law also provides that wages may be transferred to a bank account or an approved financial institution indicated in writing by the worker. \u003C\u002Fp>\n\u003Cp>The employer is under obligation to pay wages in cash on a working day. \u003C\u002Fp>\n\u003Cp>Monthly payments must be made within eight days of the end of month for which salary is due. It is also the responsibility of the employer to pay agreed remuneration with regularity and punctuality. Wage period may be fixed on hourly, daily, weekly or monthly basis. If the employment of a worker is terminated by or on behalf of the employer, the outstanding wages are paid along with severance pay. \u003C\u002Fp>\n\u003Cp>Payment, all or part, of wages in kind is prohibited. Also, payment of wages in a form of liquor or drugs is prohibited. Employer is not allowed to compel workers to spend their salary in a certain way. Workers are entitled to the wages without any kind of deduction that involve direct or indirect payments by the worker. An employer should provide pay slips to all employees on each pay day. Payment must be recorded on a pay slip issued to the worker at time of payment.\u003C\u002Fp>\n\u003Cp>A year-end bonus, considered a gratuity from the employer, is granted to workers covered by this agreement, insofar as professional agreements or company collective agreements provide for it.\u003C\u002Fp>\n\u003Cp>According to Labour Law, any worker hired under an employment contract or apprenticeship contract is entitled to a seniority bonus set by national or interprofessional collective agreements and a housing allowance. \u003C\u002Fp>\n\u003Cp>According the Ministerial Ordinance no 570\u002F512, any person engaged under the terms of an employment contract or an apprenticeship contract, and who meets the conditions stipulated by this ordinance, is entitled to a seniority bonus, payable by the employer.\u003C\u002Fp>\n\u003Cp>The seniority bonus is calculated as a percentage of the worker's actual remuneration. The remuneration used as the basis for calculating the seniority bonus is the worker's remuneration as it results from the employment contract or is attached to the employment contract by virtue of legal or regulatory provisions, collective agreements, an arbitration award, or company regulations, including, where applicable, the legal equivalent of benefits in kind, excluding the following elements:\na) Family allowances; b) Attendance or punctuality bonuses, whenever their true purpose is to reward the worker's stability within the company and they do not constitute a substantial element of remuneration; c) Bonuses granted in consideration of particular working conditions (e.g., danger bonuses, cold\u002Fheat bonuses, remoteness bonuses, etc.); d) Bonuses or wage increases linked to the company's productivity, unless they are paid at regular intervals and constitute a predictable element of remuneration; e) Wage increases for overtime hours, occasional night work, and work on public holidays and weekly rest days.\nThe seniority bonus is set at 3% per year of service.\u003C\u002Fp>\n\u003Cp>Furthermore, the employer is obliged to grant a housing allowance to workers engaged by an employment contract or an apprenticeship contract, under the conditions and at the rates determined by a collective agreement or, failing that, by an order of the Minister responsible for labour.\u003C\u002Fp>\n\u003Cp>Sources:  §93, 182-183, 191-204 of the Labour Code, 2020; §1-3 of the Ministerial Ordinance n°570\u002F512 of 04\u002F05\u002F2023 determining the conditions for the allocation of the seniority bonus; §26 of National Inter-professional Collective Bargaining Agreement, 1980\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Work and Wages\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Code du Travail du Burundi, 2020 \u002F Burundi Labour Code, 2020\n          \u003C\u002Fli>\n\u003Cli>\n            Ordonnance Ministérielle n° 650\u002F11\u002F 88, 30 avril 1988 \u002F Ministerial Order n. 650\u002F11\u002F88 30 April 1988 \n          \u003C\u002Fli>\n\u003Cli>\n            Ordonnance Ministérielle n° 630\u002F 116, 9 mai 1979 \u002F Ministerial Order n. 630\u002F116, 9 May 1979 \n          \u003C\u002Fli>\n\u003Cli>\n            Ordonnance Ministérielle n° 630\u002F 117, 9 mai 1979 \u002F Ministerial Order n. 630\u002F117, 9 May 1979 \n          \u003C\u002Fli>\n\u003Cli>\n            Ordonnance Ministérielle n° 630\u002F 136, 12 juillet 1978 \u002F Ministerial Order n. 630\u002F136, 12 July 1978\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \n      \n          \n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link_description":41,"link":42},"Contact us",[40],{"id":43,"short_title":7,"title":44,"url":45},24590,"Contact Us","\u002Fabout\u002Fcontact",[],[],false,"\u002Fwork\u002Fliving-wages\u002Fcontact-us","\u003Cp>Welcome to WageIndicator. 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