Human resources (HR) & payroll services

Employing people in Tanzania creates obligations from the first day, and most of them sit with the employer regardless of size. Written contracts, the terms the Employment and Labour Relations Act implies whether or not you put them in writing, statutory registration for each employee, and a disciplinary process that will survive being tested — none of that waits until a business is large enough to justify a human resources manager.

The cost of getting it wrong is rarely the salary. It is the termination that was procedurally unfair, the expatriate working on the wrong permit class, the employee who was engaged as a consultant but was an employee in substance, or a policy that was never issued and so cannot be relied on. Each of those is discovered at the worst moment: at the Commission for Mediation and Arbitration, during a labour inspection, or in due diligence.

Payroll is part of the same service rather than a separate one, because in practice it is the same facts twice. A contract sets the terms, the payslip applies them and the statutory returns report them — and when those are handled by different people, the place they stop agreeing is exactly where the exposure builds up. Here the contract, the payslip and the PAYE treatment are produced from one set of records.