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Undoubtedly, payroll is a critical aspect of any organization. The Pay cycle is a notable feature that provides a sense of accountability for an employee to be paid consistently for their work.

Afghanistan's Payroll Frequency is Monthly.

• There is no statutory requirement to pay a 13th-month or 14th-month salary in Afghanistan.
• Any such payment is voluntary and typically depends on company policy, employment contract, or collective agreement.

• There is no statutory minimum wage prescribed for the private sector under the Labour Law of Afghanistan.
• The private sector may determine wages through employment contracts or collective agreements, subject to mutual consent between employer and employee.

• The standard workweek is Sunday through Thursday, totaling 40 hours per week on average.
• Business hours generally run from 7:30 AM – 4:30 PM, though this may vary by organization.
• The maximum overtime permitted is 4 hours per day, as per the Regulation for Employees Overtime Management (2011).

• Ordinary working days: 25% higher than the regular hourly rate
• Rest days / public holidays: 50% higher than the regular hourly rate

• Afghanistan currently has no general personal data protection law and no dedicated data protection authority.
• The Constitution of Afghanistan guarantees the right to privacy and confidentiality of communications.
• Employers handling personal or employment data are advised to maintain internal confidentiality policies consistent with constitutional privacy rights and international best practices.

Hiring Options

• Employers may register a company in Afghanistan, obtain a Tax Identification Number (TIN), and directly manage payroll, tax withholding, and compliance with the Labor Law.

• Companies without a local entity can engage a licensed EOR that serves as the legal employer, handling local contracts, payroll, and statutory obligations on behalf of the organization.

• Afghan labor law requires priority employment for Afghan nationals when qualified candidates are available.
• Hiring foreign employees is permitted only when no qualified Afghan worker can fill the position.

• Personal Details (Full Name, Surname, DOB)
• Valid passport (for foreign nationals) or national identity card (Tazkera / e-Tazkera) for Afghan nationals.
• Proof of identity document (e.g., national identity card)
• Proof of educational qualifications (degree certificates, diplomas) as required for the role.
• For foreign nationals: Police Clearance Certificate (from their country of origin or last residence) and copy of any pre-existing work authorization.
• Employment contract duly signed (in Pashto/Dari or as required) and other on boarding paperwork such as bank details, local address, tax information.

A probationary period is permitted under the Afghan labour law. It must not exceed three months. During probation, either the employer or employee may terminate the contract with shorter notice.

The following public holidays are generally observed in Afghanistan (dates vary annually according to the Islamic lunar calendar and government announcements):

• Liberation Day
• Ramadan
• Eid al-Fitr (and related Eid al-Fitr holidays)
• Mujahideen Victory Day
• Labor Day
• Day of Arafat
• Eid al-Adha (Eid al-Qurban) and related holidays
• Ashura
• Anniversary of Taliban Rule (Victory Day)
• Independence Day (National Day)
• Anniversary of the Withdrawal of Foreign Troops (Departure Day)
• Martyrs and Ahmad Shah Masoud Day
• The Prophet’s Birthday (Mawlid al-Nabi)

• If employees are required to work on an official public holiday due to the nature of work or business necessity, they are entitled to overtime compensation.
• In such cases, employees must receive at least 50% additional pay (i.e., 150% of the normal hourly rate) for work performed on a public holiday.

Employees are entitled to 20 days of paid annual leave each year after completing one year of service.

• Employees under 18 years receive 25 days, while those engaged in hazardous or underground work receive 30 days annually.
• Leave can be taken at once or in parts, based on mutual agreement between employer and employee. 
• Unused annual leave must be paid out upon termination of employment.

Employees are allowed up to 10 days of paid urgent leave each year for personal or family emergencies, such as marriage, childbirth, or the death of a close relative.

• Up to 3 days can be taken without prior approval, provided the employer is informed.
• For longer urgent leave (up to the 10-day limit), employer approval is required.
• Unused urgent leave cannot be carried forward to the next year.

Employees are entitled to 20 days of paid sick leave per year, including full wages and allowances.

• Up to 5 days can be taken with written notice only.
• If sickness lasts more than 5 consecutive days, a medical certificate is required from a recognized doctor or health center.
• If illness continues beyond 20 days, additional paid sick leave may be granted upon submission of a valid medical certificate from a government or non-government health center.

• Female employees are entitled to 90 days of paid maternity leave.
  • 30 days before delivery, and
  • 60 days after childbirth.
• In the case of complicated delivery or multiple births (twins), an additional 15 days of leave is granted.
• Maternity leave is paid in full, including salary and applicable allowances, upon submission of a valid medical certificate from a hospital or recognized health institution.
• The employee must return to work within 5 days after the expiry of maternity leave unless additional leave is medically approved.

Employees are entitled to 45 days of paid leave once during their entire employment to perform Hajj or another religious pilgrimage.

• The employee must present an official confirmation from the Department of Hajj and Religious Affairs.
• If additional days are required, they can be covered using other available leave types (e.g., annual leave).

Under the Afghanistan Labor Law, an employment contract may be terminated under the following circumstances:

• Mutual agreement between employer and employee
• Expiry of a fixed-term contract
• Retirement of the employee
• Death of the employee
• Disability preventing the employee from performing work duties
• Cessation of the employer’s operations for more than six months
• Dissolution of the company or reduction in workforce (redundancy)
• Final conviction of the employee resulting in at least two months’ imprisonment
• Unsatisfactory performance during the probationary period
• Refusal to return to work or reassignment
• Disciplinary reasons consistent with the Labor Law

Note: Collective redundancies generally require prior approval from the Ministry of Labor, Social Affairs, Martyrs and Disabled (MoLSAMD).

• Employers must provide at least 30 days’ prior notice before terminating an employment contract.
• Termination upon expiry of a fixed-term contract does not require additional notice.
• During the probationary period (maximum three months), either party may terminate the contract without notice.
• Employees may resign without notice if:
  • The employer breaches the employment contract or violates the labor law, or
  • The employee suffers from an incurable illness preventing continued work.
• Although not explicitly mandated in writing, written notice is recommended to avoid disputes.

When termination occurs for eligible reasons—such as cessation of work, company dissolution, staff reduction, conviction, or refusal to work—the employer must pay severance compensation based on the employee’s total service period

• Note: Severance pay is not required in cases of voluntary resignation, retirement, death, mutual agreement, or contract expiry.

• All foreign nationals must obtain a visa from an Afghan Embassy or Consulate before entering the country.
• Standard processing time: approximately 5–7 business days, depending on documentation and location. 
• Passport must be valid for at least six months with blank visa pages.

• Required for foreigners intending to work in Afghanistan.
• Applicants must provide:
  • Completed visa application and valid passport
  • Letter of introduction/invitation from the employer or sponsoring organization
  • Work permit approved by the relevant Afghan labor authority
  • Educational or professional qualification documents
• Applicants are generally required to be under 65 years of age.
• Visa is usually issued for single entry, with renewal possible in Afghanistan through the Ministry of Labor and Social Affairs.

• There are no specific laws mandating or prohibiting employee background checks in Afghanistan.
• Employers may legally conduct background verification as part of the recruitment process, with the candidate’s consent.
• Certain sectors — particularly security, defense, finance, education, and international NGOs — may require additional screening or a police clearance certificate from the Ministry of Interior.
• Afghanistan currently has no comprehensive data protection law, so employers should follow international best practices for handling personal data and consent.

• Identity Verification: Verification of the national identity card (Tazkira) or passport for Afghan nationals; passport and visa verification for expatriates.
• Educational Background: Confirmation of academic qualifications and professional certifications.
• Employment History: Verification of previous employment and references to confirm work experience.
• Criminal Record / Police Clearance: May be required for sensitive or high-security roles; typically issued by the Ministry of Interior Affairs upon request.
• Immigration / Work Authorization: For foreign nationals, verification of valid work permit and residence visa.