The small Central African country of Burundi has a relatively large population of over 14.9 million people. In the past, this country has struggled through years of unrest and instability, but in the last five years, it has been doing tremendously well. Since 2020, Burundi’s GDP has more than doubled to now reach $7.03 billion, and over 4% growth is expected in 2026. Around 85% of the country’s labor force of over 6.097 million workers are employed in agriculture, growing both subsistence crops and exports like tea and coffee. However, Burundi’s explosive growth comes from increased industrial activity, especially the mining of rare-earth minerals, as well as the growth of its services sector. Services like trade, transport, communication, and public administration now contribute over 40% to the country’s GDP and employ around 12% of its workforce. Wages in Burundi are still low, and combined with workers’ skills in English and French, more and more employers are looking to hire in this country.

As in all other countries, however, finding the right fit between employers and Burundian workers is a continuing challenge. Workers try to choose jobs they think they’ll be successful at and enjoy, with employers they hope will treat them fairly. At the same time, employers hope that the candidates they choose to hire have represented their skills and abilities accurately during their interviews, and that they’ll be able to work well within their corporate cultures. Probation periods can help both employees and their employers double-check their employment choices.

In this review, we’ll look in depth at how a probation period in Burundi works and how one can be beneficial for everyone involved.

Definition of a Probation Period in Burundi

In Burundi, which uses both English and French as official languages, especially for business and administration, a probation period is also known as a période d’essai. This test or trial period starts as soon as a new employee starts working and can continue until the full duration indicated in the employee’s contract. During this period, both sides test out their employment relationship and, with fewer legal protections, they can end it more easily if they so desire.

Employers use probation periods to find out if they’ve selected the right people for the jobs they’re hiring for. They monitor their new employees on the job to see if they truly have the skills, knowledge, and experience they’d claimed when applying. They also look at how well the new employees can work collaboratively with their teams and supervisors, as well as how well their working styles mesh with those of the organization. Many employers provide formal assessments and feedback during probation to help their employees improve their performance.

Less well-known is how new employees use probation periods to their advantage. First, they can use these initial periods to see how well they can perform the tasks that their roles require. Second, they also assess their relationships with their coworkers to see how positive these could be. Third, they judge their fit with the structures and style of the organization. Finally, they use probation to ensure that they receive the benefits and working conditions that the employer promised them.

Either party may choose to terminate their agreement during or at the end of the probation period. If they don’t and the employee continues to work, they are automatically considered a full employee.

Lengths of Probationary Periods in Burundi

Employers must propose the terms of their new employees’ probation periods in their contracts, including their durations and possibility for renewal. The maximum durations of probation periods depend on both the employee’s type of contract and their type of position.

  • For executives and managers on indefinite (permanent) contracts, probation periods can last up to 12 months.
  • For other workers on indefinite contracts, probation periods can last up to six months.
  • For all definite (fixed-term) contracts, probation can last up to one-third of the total duration of a contract.

These are the maximum durations allowed, including renewals. While renewals are possible, they can only be used with shorter initial periods and cannot exceed these maximums.

Therefore, the longest allowable probation period in Burundi is 12 months.

Legal Considerations for Probation Periods in Burundi

Burundi has been a German and Belgian colony and a UN Trust Territory, and therefore has a legal system that blends traditional law with European civil law. Most of the regulations for probation periods appear in the Labor Code 2020, including the following important points:

Pay and Working Conditions

Burundians generally work a regular workweek of 45 hours, with a maximum of eight working hours a day. Employers can require their employees to work up to 15 hours a week and 150 hours a year of overtime. When they do, they’re paid 135% of their normal hours for their first two hours of overtime per week and 160% after that. These rules also apply to probationary employees.

Probationary employees, like their fully-employed counterparts, are protected by Burundi’s national minimum wage. All workers in rural areas must be paid at least 115 BIF (Burundi francs) per day (around 0.04 USD), while those in large cities must receive at least 160 BIF/day (around 0.05 USD). Employers can’t pay workers less when they’re on probation than when fully employed.

Termination and Notice

During probation periods, both the employer and the employee have the right to terminate their contract without notice at any time during the first month. After this first month, they are required to give three days’ notice of termination until the end of the probation period.

After completing probation, however, the employee gains increased protection from dismissal. While workers can be immediately terminated for gross misconduct, they must be given notice in writing if dismissed for other reasons. This notice ranges from one to three months, depending on their years of service to the employer. Employees who have completed probation are generally also entitled to severance pay, ranging from two to 12 weeks’ regular wages and allowances, again depending on their years of service.

Vacation / Holidays

Burundians usually celebrate 13 public holidays each year on days of national or religious (Catholic, Islamic) significance. Workers are entitled to days off work with full pay on these public holidays. If they have to work, their employers must pay them 200% of their normal wages. If public holidays fall within a worker’s probationary period, that worker is also entitled to paid time off or extra compensation.

Workers in Burundi receive an entitlement of 20 days of paid annual leave after they’ve worked for their employers for a full 12 months. Therefore, probationary employees cannot take paid annual leave, though the months they work help them accumulate their entitlements. After every four years of service to their employer, employees also gain an additional day of annual leave. They can also accumulate leave for up to two years.

Benefits of Probation Periods in Burundi

Probation periods in Burundi aren’t mandatory, but they are very widespread thanks to the advantages they can provide for both employers and employees. These advantages can include the following:
  • For Employees

Time to observe and assess whether or not their skills are up to the needs of their jobs.

Opportunities to evaluate how well new workers can interact with their peers and managers, and how well they fit into their new organizations.

Quick and easy correction of poor hiring choices through terminations that can be immediate or take effect after 3 days’ notice.

  • For Employers
Time to get their feet and learn their new roles.
Chances to see if they’ll enjoy their new jobs and be able to work effectively with the other people on their teams.
Ability to compare the employer’s promises to the working conditions they actually provide.
Opportunity to resign with no or minimal notice.

Conclusion​

Burundian employees are normally required to work through probation periods that normally last for three to six months, and which usually can be renewed. Using these periods allows both employers and employees to reassess their employment choices to ensure that they’ll be productive over the long term.

Frequently Asked Questions

For most permanent employees, probation lasts up to six months, including any renewals the employer may seek to impose. For executives and upper managers, however, the maximum duration, including renewals, is 12 months. Also, probation can only last up to one-third of the length of any indefinite contract.

During the first month of any probation period, no notice is required. After that, however, the employer must provide three days’ notice when dismissing an employee.

All workers in Burundi must be paid at least the minimum wage, though this wage was last updated in 1988 and has little actual effect on real wage levels. Probationary workers can’t be paid less than the minimum wage or less than full-time employees.