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The 7 obligations of the recruiting employer

Employers | 05 February 2020

Recruiting involves a large amount of compulsory administrative formalities. It is best not to forget anything if you want to be fully responsible and provide your employee with every guarantee of professionalism when dealing with them.

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The 7 obligations of the recruiting employer
After going through a recruitment procedure, you are about to hire your first employee. This is a critical moment in the life of a company. A moment for which you need to be well prepared legally and administratively, because, as an employer, you must meet 7 essential obligations:
 

#1 The employment contract

This clearly defines the working relationship between the employer and employee. This contract is an assurance for both parties that each will assume their obligations while guaranteeing a series of rights to both the employer and the employee. The employment contract defines the employee's function, working hours, place of work and remuneration. It also defines the hierarchical relationship with the employer.

It is drawn up in duplicate.
 

#2 Terms of employment

The terms of employment are mandatory and must be filed with the regional office of the labour and control of social laws inspectorate. It defines all the elements that make up the day-to-day management of the company. It defines the working hours, holidays, rights and obligations of employees and the penalties for non-compliance with the terms. If you don't know how to draw up a proper set of terms of employment, your social secretariat has standard documents and can help you draft them.
 

#3 NSSO affiliation

As an employer, you must be registered with the NSSO, the National Social Security Office. Every employee must be registered with the NSSO. It is the employer's responsibility to manage the deduction of employer's contributions when drawing up pay slips.
 

#4 The DIMONA declaration

The Dimona is an electronic message in which the employer communicates to the NSSO any entry into and exit from service of a worker. This is compulsory for all employers in the public and private sectors.
 

#5 Insurance

Industrial accident insurance is compulsory to protect both the employee and the employer. As an option, you can of course insure against other risks such as civil liability, for example, driver's insurance if the employee has a company car, etc.
 

#6 Membership of a holiday fund (for blue-collar workers)

Holiday funds calculate the length of holiday and the amount of holiday pay for each worker based on the work done during the year. For office workers, holiday entitlement is established by the employer.
 

#7 The external prevention and protection (occupational medicine) service

In order to ensure the good health of the staff and compliance with the rules on health and safety at work, the employer must conclude a contract with an external service, who will meet each worker and make site visits to check that everything is in order.

Do you need help to complete all these formalities? Securex offers you all the necessary support in this process.

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