Define the employment model
Confirm whether the worker will be employed by a local entity, a qualified employer provider or another lawful arrangement. Avoid using contractor labels for relationships that function like employment.
Design the role and compensation
Document responsibilities, reporting line, location, working arrangements, total compensation and decision authority before recruitment.
Run a traceable selection process
Use written criteria, interview records, references and consistent approvals. Sensitive background checks require a lawful and proportionate basis.
Coordinate onboarding and payroll
Contracts, identity documents, policies, equipment, payroll inputs and statutory responsibilities should be ready before the start date.
Hiring and payroll implementation
| Stage | Required decision | Core record | Control point |
|---|---|---|---|
| Workforce plan | Role, location, reporting line, budget and start condition | Approved job and compensation brief | Business owner signs off |
| Employer model | Local entity or qualified employer solution | Legal and tax assessment plus service agreement | Employer identity is explicit |
| Selection | Sourcing, interviews, references and offer approval | Traceable selection file | Consistent criteria used |
| Onboarding | Contract, registrations, policies, equipment and access | Signed onboarding checklist | No uncontrolled access |
| Payroll | Inputs, approvals, payslips, payments and reconciliations | Monthly payroll pack | Maker-checker approval |
Information and documents
Recruitment services in Togo should start from a compliant operating model, not from candidate sourcing alone.
- Approved job description and measurable criteria
- Compensation components and benefits
- Employer identity and authorised signatory
- Candidate consent for proportionate checks
- Payroll calendar, variable inputs and approval owners
Payroll and employer-service costs
The cost combines gross compensation, employer obligations, benefits, recruitment, payroll administration and any qualified employer-provider fee. Statutory rates and employment terms must be confirmed for the applicable date and worker category before an offer is issued.
Frequent risks
HR outsourcing in Togo does not remove the need for oversight.
- Misclassifying an employee as an independent contractor
- Issuing an offer before employer and payroll readiness
- Uncontrolled variable-pay or expense inputs
- Keeping no proof of approvals and payments
- Allowing a vendor to appear as an unverified statutory employer
Project checklist
- Employer model approved
- Role and total cost approved
- Selection records retained
- Contract professionally reviewed
- Payroll calendar and controls live
- Onboarding and data access documented
Download the bilingual-ready Togo market-entry working checklist for your internal project review.
The document will open in your browser, where you can save it to your device.Frequently asked questions
Can a foreign company hire before creating a subsidiary?+
Alternative employment arrangements may exist through qualified providers, but the legal, tax and employment consequences must be reviewed.
Does TCG act as the statutory employer?+
Not by default. We coordinate qualified employment solutions and keep employer responsibilities contractually explicit.