The small West African country of Burkina Faso is not only landlocked but has also struggled through a long period of instability. However, things have been looking up for this developing country, especially in the past three years, which have seen its GDP increase by nearly 44%. Reaching $26.87 billion at the end of 2025, experts also expect significant growth of 4.8% in 2026, thanks in large part to the rising price of gold, the country’s biggest export. This is good news for the country’s population of over 24.64 million people, as well as for investors in Burkina Faso’s markets. Its labor force of just over 9.6 million workers is still largely employed in agriculture (52%), producing cotton, seeds, nuts, and subsistence crops. However, employment in industry has risen to 17%, while the service sector represents 31% of employment. This country’s workers are gaining skills and experience in both service and industrial work, making them increasingly employable.

While wages are generally low in Burkina Faso, this doesn’t necessarily make it easy for local or international employers to fill their vacancies. While they can work hard to develop great application screening and interview processes, these only go so far, and can’t completely ensure that the people they choose will have represented their skills and knowledge accurately. Employees face a similar struggle. While employers may paint their vacancies and their organizations in a particularly bright light, employees may find that reality doesn’t always match their expectations. Probation periods can be used to help both sides re-check their employment choices.

In this guide, we’ll explain the regulations surrounding probation periods in Burkina Faso and how they help to ensure a better fit between employees and employers.

Definition of a Probation Period in Burkina Faso

A probation period, or période d’essai in French, one of the administrative languages of Burkina Faso, is a period of time which allows the employer to test out the skills and aptitudes of a new worker, while the worker judges their fit for their new position. It begins on the day a new employee begins work and can end in termination or with the worker continuing on as a full employee. During this period, it’s easier for both sides to terminate their agreement if they so choose, so probation provides a final line of checks and balances for the hiring process.

During probation, the employer is largely concerned with evaluating the productivity of a new worker. They compare their ability to perform their new role with the skills and knowledge they claimed to have earlier, and measure their ability to produce work at an appropriate rate and quality. In addition, they look at how well the employee can interact and collaborate with the other employees they need to work with, including their managers and teammates. Employers assess the worker’s style and values to make sure they fit with the company’s culture. During probation, employers often choose to provide new employees with advice, extra attention, and even mentorship or coaching to help them increase their productivity quickly.

Employees, on the other hand, use probation periods to decide if they’ll be happy working for their new employers long term. While the employer will have promised certain working conditions, employees need to assess whether their hours, workplace, safety, and other factors live up to their expectations. They take this time to learn their new jobs and decide whether or not they have the ability to perform them well. They also judge whether or not their interactions with their colleagues will be enjoyable and productive over the long run.

Either the employer or the employee can choose to terminate their employment contract during the probation period if they don’t feel that they’ve found the right fit. However, if neither party chooses to terminate, the probation period will continue for its pre-planned duration, after which the worker will become fully employed.

Lengths of Probationary Periods in Burkina Faso

Probation periods are not automatically required in Burkina Faso and are, instead, used at the discretion of employers. Their duration depends on the type of position an employee is hired for, as well as their pay schedule.

  • Hourly and daily workers can be on probation for 8 days, and this probation can be extended once to a total of 16 days.
  • Most other employees start with 1 month probation, it can be renewed once for a total of 2 months.
  • Supervisors, executives, and skilled technicians can start with a 3-month probation, which can be extended once to 6 months.

Therefore, the longest possible probation period in Burkina Faso is six months in duration.

Legal Considerations for Probation Periods in Burkina Faso

As a previously French colony, Burkina Faso has a legal system that is based largely on French civil law with local traditional influences. The country’s Labor Code 2008 contains most of the regulations for probation periods, including:

Pay and Working Conditions

Minimum wage levels were last updated in 2024 in Burkina Faso. Agricultural workers must be paid at least 240 XOF (West African CFA francs) per hour (around 0.44 USD), while all other workers must be paid 260 XOF per hour (around 0.47 USD). This minimum wage applies equally to probationary and fully-employed workers.

Most Burkinabe workers work a regular 40-hour workweek. However, in some professions, these hours are extended, such as 52 hours/week for workers in drinking places and restaurants and 72 hours/week for security guards. Employees can work overtime and must receive 115% of their normal wages for their first eight hours of overtime per week, and 135% for subsequent hours. Probationary employees have the same limits to their working hours as their fully-employed counterparts, and must be paid the same rates for their overtime hours.

Termination and Notice

While workers can be terminated immediately for gross misconduct, employees are otherwise entitled to notice. This notice, like the lengths of their probation periods, is linked to their pay schedule and positions as follows:

  • Hourly and daily paid workers must receive 8 days’ notice of termination.
  • Most other employees must receive 1 month’s notice.
  • Supervisors, executives, and technicians must be given 3 months’ notice.

However, during probation periods, either party can terminate their agreement without giving notice or justification.

Vacation / Holidays

There are 15 national holidays in the Burkina Faso calendar, and employees are entitled to these days off work with full pay. When they are required to work on public holidays, they must be paid 160% of their normal wages. If a holiday falls within a worker’s probation period, they, too, are entitled to the day off with pay.

Workers are entitled to 22 working days of paid annual leave each year, but only after completing 12 full months of work for their employers. Therefore, probationary employees are not entitled to paid annual leave. Employees must receive their pay for their full leave periods before their leave begins.

Benefits of Probation Periods in Burkina Faso

Probation periods are widely used in Burkina Faso because of the various benefits they provide for employers and employees. These benefits include:

  • For Employees
Time to demonstrate their skills and abilities to their employers.

The opportunity to test out a new job to see if they’ll enjoy performing their roles and working with their coworkers.

the chance to confirm that the working conditions promised by the employer are accurately provided.

The ability to resign immediately so they can look for a new job quickly.
  • For Employers

The ability to terminate an employee quickly and easily if they’re found not to be a good fit for the position or the organization.

The chance to evaluate a new worker’s performance on the job, rather than simply relying on their interview claims.

Time to train new employees and help them become productive team members quickly.

Conclusion​

Most Burkina Faso workers will find themselves placed on probation for their first month of employment. These probation periods help both them and their employers decide if they’ve made the right employment choices and, if not, allow them to terminate these relationships quickly in favor of new opportunities.

Frequently Asked Questions

Most workers can only be placed on probation for a month, though if they hold positions of authority or which require advanced skills, probation can last three months. However, if the employer recognizes the need and the employee agrees, these periods can be renewed, so probation can last up to six months.

Yes. In Burkina Faso, both the employee and the employer can terminate their contract during the probation period without justification or notice.

Yes, though they need to be paid a premium for any hours they work over their regular weekly working hours. They get a 15% premium for their first eight hours of overtime, and 35% extra for additional hours.