在 马达加斯加 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Antananarivo UTC+3
Antananarivo, Toamasina
Ariary (MGA)
Malagasy, French
monthly
18.00%
马达加斯加人才格局
Madagascar has an estimated labor force of about 17.1 million (2025), with talent demand concentrated in textiles, agribusiness, mining, business process outsourcing and tourism. International employers are most likely to find relevant candidate pools for BPO & Customer Support, Textile Quality Assurance, and Agribusiness. The market can support focused regional or functional teams, with specialist depth concentrated in the main business centers.
主要经济中心
Antananarivo, Toamasina
热门技能
BPO & Customer Support
职场文化
Fihavanana and Social Harmony
Madagascar's concept of fihavanana emphasises kinship, solidarity and maintaining good relationships. Managers should avoid unnecessarily confrontational behaviour and recognise the importance of group cohesion.
Respect for Elders and Ancestral Traditions
Age and traditional customs can shape authority, particularly outside large urban companies. Local consultation is important when work affects communities or land.
Regional Operations and Practical Planning
Workplace routines in Madagascar can differ between Antananarivo and regional or field locations. Infrastructure, travel and community relationships may affect timing, so plans should include realistic operational buffers.
平均薪资
| 职位名称 | 平均月薪（MGA） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 858,000 MGA | S$1,166,880 |
| Administrative Executive, Mid (3-5 years) | 1,144,000 MGA | S$1,555,840 |
| Book Keeper, Junior (1-3 years) | 770,000 MGA | S$1,047,200 |
| Book Keeper, Mid (3-5 years) | 1,045,000 MGA | S$1,421,200 |
| Finance Executive, Junior (1-3 years) | 990,000 MGA | S$1,346,400 |
| Finance Executive, Mid (3-5 years) | 1,298,000 MGA | S$1,765,280 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 990,000 MGA | S$1,346,400 |
| Graphic Designer, Mid (3-5 years) | 1,430,000 MGA | S$1,944,800 |
| UI/UX Designer, Junior (1-3 years) | 1,045,000 MGA | S$1,421,200 |
| UI/UX Designer, Mid (3-5 years) | 1,815,000 MGA | S$2,468,400 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 1,430,000 MGA | S$1,944,800 |
| Data Analyst, Mid (3-5 years) | 1,870,000 MGA | S$2,543,200 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 1,430,000 MGA | S$1,944,800 |
| Data Engineer, Mid (3-5 years) | 2,310,000 MGA | S$3,141,600 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 1,430,000 MGA | S$1,944,800 |
| Data Scientist, Mid (3-5 years) | 1,925,000 MGA | S$2,618,000 |
| Machine Learning Engineer, Junior (1-3 years) | 1,210,000 MGA | S$1,645,600 |
| Machine Learning Engineer, Mid (3-5 years) | 1,815,000 MGA | S$2,468,400 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 1,155,000 MGA | S$1,570,800 |
| Content Marketing, Mid (3-5 years) | 1,705,000 MGA | S$2,318,800 |
| Digital Marketing, Junior (1-3 years) | 1,155,000 MGA | S$1,570,800 |
| Digital Marketing, Mid (3-5 years) | 1,705,000 MGA | S$2,318,800 |
| Growth Marketing, Junior (1-3 years) | 1,210,000 MGA | S$1,645,600 |
| Growth Marketing, Mid (3-5 years) | 1,815,000 MGA | S$2,468,400 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 1,485,000 MGA | S$2,019,600 |
| Backend Developer, Mid (3-5 years) | 2,200,000 MGA | S$2,992,000 |
| 职位名称 | 平均月薪（MGA） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 1,430,000 MGA | S$1,944,800 |
| DevOps Engineer, Mid (3-5 years) | 1,925,000 MGA | S$2,618,000 |
| Site Reliability Engineer, Junior (1-3 years) | 1,430,000 MGA | S$1,944,800 |
| Site Reliability Engineer, Mid (3-5 years) | 2,035,000 MGA | S$2,767,600 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 715,000 MGA | S$972,400 |
| Customer Service Officer, Mid (3-5 years) | 935,000 MGA | S$1,271,600 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 1,045,000 MGA | S$1,421,200 |
| Customer Success Manager, Mid (3-5 years) | 1,485,000 MGA | S$2,019,600 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 935,000 MGA | S$1,271,600 |
| HR Executive, Mid (3-5 years) | 1,265,000 MGA | S$1,720,400 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 1,155,000 MGA | S$1,570,800 |
| Blockchain Developer, Mid (3-5 years) | 1,705,000 MGA | S$2,318,800 |
| Payments Engineer, Junior (1-3 years) | 1,155,000 MGA | S$1,570,800 |
| Payments Engineer, Mid (3-5 years) | 1,540,000 MGA | S$2,094,400 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 1,320,000 MGA | S$1,795,200 |
| Cloud Engineer, Mid (3-5 years) | 1,925,000 MGA | S$2,618,000 |
马达加斯加招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
马达加斯加的薪酬发放
发薪周期
Salary is typically paid on the last working day of the month.
最低工资
Minimum wages vary by sector, worker category, and seniority. The applicable classification must be checked.
加班费
- Generally 40 hours per week for non-agricultural employment. - Sector collective agreements may be more favourable.
- Madagascar uses these overtime multipliers according to timing or overtime band: 1.3×, 1.5×. - Overtime Pay = Ordinary Hourly Rate × Applicable Multiplier × Applicable Overtime Hours.
奖金
第 13 个月薪资
Madagascar does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.
No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.
No private sector employee in Madagascar qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| National Social Insurance Fund (CNaPS) contributions | National Social Insurance Fund (CNaPS) contributions is the principal mandatory benefit framework for eligible staff in Madagascar. The employer is responsible for onboarding the worker with the administering institution, calculating contributions on the legally defined wage base and remitting both shares where employee withholding applies. Exemptions for expatriates, short assignments or specific sectors should be confirmed before payroll starts. |
| Work injury protection under National Social Insurance Fund (CNaPS) contributions | Work related accidents in Madagascar are handled under the statutory injury provisions associated with National Social Insurance Fund (CNaPS) contributions. Employers remain responsible for registration, contribution or insurance costs and timely incident reporting. Eligible workers can receive medical care and cash compensation for incapacity, disability or death according to the local schedule. |
| Statutory termination or end of service entitlement in Madagascar | Before ending employment in Madagascar, the employer should determine whether the case is redundancy, misconduct, incapacity, contract expiry or ordinary dismissal. That classification controls the required procedure and whether a severance or service indemnity is payable in addition to notice, wages and unused leave. |
| Public healthcare or mandatory medical coverage in Madagascar | Health protection in Madagascar is delivered through the medical or sickness branch of National Social Insurance Fund (CNaPS) contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| 可选 | |
| Supplementary private medical insurance in Madagascar | Private medical insurance in Madagascar should be designed around the gaps left by National Social Insurance Fund (CNaPS) contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Madagascar | A performance or profit sharing bonus in Madagascar is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
| Meal, commuting and business travel support in Madagascar | Meal, commuting and business travel support in Madagascar should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Housing, relocation and remote work support in Madagascar | Housing, relocation and remote work support in Madagascar is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
税务
国家税收
马达加斯加的国家税收名为 Value-Added Tax (VAT) 20%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Income Tax Structure | ||
| Resident Tax Rates | 20% standard rate, subject to minimum tax rules | Madagascar applies 20% standard rate, subject to minimum tax rules to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Non-Resident Employment Income | See local nonresident rules | Nonresident individuals are generally taxed only on local source employment income. The applicable rate can differ from resident rates and depends on source, presence, payroll withholding, and treaty relief. Confirm the cited country summary before payroll implementation. |
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | Country specific | Country specific deductions, allowances and employee contribution rules may reduce taxable income. The applicable items, eligibility conditions and caps must be confirmed against the cited local source for the relevant tax year. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Madagascar, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Madagascar, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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