Global Employer’s Guide to Hiring Afghanistan Talent

Picture the ideal hire. Now picture them working remotely from Afghanistan. It sounds complicated. It may sound impossible. But companies are already doing it. They are hiring Afghan developers, designers, and digital professionals who deliver quality work from an unexpected emerging market.

Afghanistan is one of the world’s most overlooked talent markets. Two-thirds of the population is under 25, representing a young and ambitious pool of digital-natives eager to access global opportunities. While infrastructure challenges exist, initiatives like Code to Inspire have already trained hundreds of Afghan women in coding and mobile app development. These graduates are securing remote positions with international companies and building sustainable tech careers from cities across Afghanistan.

The rise of remote opportunities has transformed Afghanistan from an inaccessible hiring destination into a viable source of talent for distributed teams. Organizations like UNDP offer digital skills programs specifically focused on freelancing and remote work training. For tech companies comfortable with distributed workforces, hiring in Afghanistan offers access to motivated professionals at cost-efficient rates. The average salary for software developers ranges from AFN 20,000 (US$300 per month) for junior roles to AFN 150,000 (US$2,260 per month) for senior positions. What these numbers represent is a real opportunity on both sides of the hire.

Afghanistan’s labor market

Afghanistan’s economy remains heavily reliant on agriculture, with 45% of the population engaged in farming and livestock activities. Construction, telecommunications, and small-scale services account for the majority of the remainder. But beneath that traditional archetype, something different is taking shape.

With billions being invested in Afghanistan’s telecommunications sector, the industry is becoming a significant source of employment and revenue. Mobile network coverage has climbed back to nearly 70% of the population, with operators expanding 4G services across urban centers. That infrastructure creates remote opportunities that weren’t even possible a few years ago.

Significant changes are underway in the nation’s education system, fostering a workforce that is young and hungry for opportunities outside agriculture and construction. For companies hiring remotely, that translates to motivated talent seeking stable income. Tech hubs are concentrated in Kabul, Herat, Mazar-i-Sharif, and Kandahar. These cities host training centers, software development meetups, and a growing community of freelancers connecting to global platforms.

Language and education present both hurdles and opportunities. Dari and Pashto dominate daily life. English proficiency ranks low on global indexes, with Afghanistan placing 95th out of 116 countries. But the professionals seeking international remote work tend to be self-selected outliers. They have pursued English training and digital skills through coding bootcamps, vocational centers, and online courses. They’re not representative of the broader labor market, but rather, a segment actively positioning itself for global work.

The telecommunications backbone keeps improving despite power shortages and infrastructure gaps. Enterprise connectivity and mobile money services are expanding as local businesses migrate to cloud-based tools. For remote employers, this means more reliable communication channels and better access to payment systems. The labor market overall faces serious challenges. But the slice that matters for distributed tech teams is small, skilled, and increasingly connected.

How to hire employees in Afghanistan

Once you decide to hire in Afghanistan, the logistics considerations start to kick in. You need a legal pathway. You need payroll infrastructure. You need compliance with Afghan labor laws. Foreign companies face two main routes for bringing someone onto the team.

Establishing a legal entity

Setting up a local entity means registering a branch or subsidiary with the Afghan authorities. You’ll need to work with the Ministry of Labor and Social Affairs to obtain a business license. From there, you’ll draft employment contracts that comply with the Labor Law of 2007, manage payroll directly, and handle tax withholding and social contributions yourself.

This route gives you complete control over hiring and operations. However, it also carries administrative weight. You are responsible for staying current with evolving regulations and navigating a legal environment that can shift unexpectedly. For companies planning a significant long-term presence in Afghanistan, it makes sense. For a single hire or a small distributed team, it can feel like building a bridge to cross a stream.

Working with an Employer of Record (EOR)

An Employer of Record takes on the legal employer role for you. The EOR becomes the official employer on paper, handling contracts, payroll, tax filings, benefits, and compliance with Afghan labor laws. You retain control over the employee’s work, projects, and day-to-day management. The EOR manages the backend, so you don’t need to establish a local entity.

An EOR partnership gets you hiring fast without the compliance headache. You’ll typically pay monthly pricing per employee—more than if you had your own entity—but you’re buying speed and peace of mind, not just a payroll service. This tradeoff is a sound business strategy for companies testing the Afghan market or hiring a handful of remote workers.

Employment contracts in Afghanistan

Afghan labor law requires that every employment relationship be documented with clear, contractual terms. Employment contracts come in two primary types: indefinite-term for permanent roles and fixed-term for project-based or temporary work. Fixed-term agreements typically cap at one year but can be extended under certain conditions.

Details in the contract must include job title, workplace location, working hours, salary, leave entitlements, and termination conditions. Probationary periods are allowed but cannot exceed three months. During probation, either side can terminate with shorter notice than standard employment requires.

Modifying a contract requires mutual written consent from both parties. Employers cannot unilaterally change terms unless the original agreement or law explicitly permits it. Termination procedures are strict. Grounds include mutual agreement, contract expiration, resignation, misconduct, or redundancy. Employers must provide at least 30 days’ notice or pay one month’s salary in lieu. Bypassing these processes can trigger legal disputes and severance obligations.​

Working hours, holidays, and leave

The standard working hours in Afghanistan are typically 40 hours per week, spread across a maximum of six days. Some industries or roles allow for flexible arrangements, but the baseline remains eight hours per day. Overtime exists, but employees cannot work beyond 10 hours per day or 50 hours per week without violating labor standards.

Annual leave entitlement starts at 20 days per year for most employees. Workers also receive paid public holidays, which include religious observances like Eid al-Fitr and Eid al-Adha. Sick leave is granted when needed, though the specifics depend on the length of employment and company policy.

Maternity leave provides 90 days of paid time off, with provisions for pre-delivery and post-delivery periods. Male employees are entitled to three days of paternity leave. These leave policies are not suggestions. They are legal requirements embedded in the Labor Law of 2007.​

Employee benefits and social contributions

Afghanistan does not have a comprehensive national social security system. Employers are not required to contribute to state-run pension or unemployment funds because those structures do not exist in the same formal capacity. However, employers must provide certain statutory benefits directly to employees. Key benefits include:

• End-of-service gratuity for employees who complete their contract or are terminated without cause
• Paid annual leave, sick leave, and public holidays as outlined in Afghan labor law
• Maternity and paternity leave with full pay
• Safe working conditions and workplace health protections

Some companies offer supplemental benefits like health insurance or housing allowances to stay competitive. For remote workers, benefits packages tend to be leaner and more flexible.

Payroll and taxation in Afghanistan

Payroll in Afghanistan requires careful attention to tax obligations and payment structures. Employers must withhold income tax from employee salaries at progressive rates that range from 0% to 20% depending on earnings. Employers are responsible for calculating withholdings accurately and remitting them to the Afghan tax authorities on time.

There is no value-added tax or goods and services tax that affects payroll directly. Corporate income tax sits at 20% for most businesses, though certain sectors face different rates. Employers must also obtain a tax identification number before processing payroll legally. Payment to employees typically happens monthly in Afghan Afghanis, though some remote roles negotiate payment in USD or other currencies, depending on banking access.

Recordkeeping matters. Employers must maintain detailed documentation of wages, deductions, tax filings, and employment contracts. Audits are possible, so companies should be conscious that incomplete records create risk.

Employee vs. contractor classification

Afghan labor law does not provide a detailed independent contractor statute, but authorities typically scrutinize specific elements of the working relationship when disputes arise. Control is the central factor. If you dictate how, when, and where someone works, they are likely considered an employee. If they manage their own schedule, use their own tools, and work for multiple clients simultaneously, contractor status holds up better.

While not strictly regulated like more developed countries, cases of misclassification can still result in employers fulfilling unpaid wages, benefits, tax contributions, and other penalties. Contractors should operate their own business, bear financial risk, and maintain independence from your core operations. Employees get integrated into your workflow, rely on you for tools and direction, and typically work exclusively for one employer. The title in the contract does not decide the classification. The day-to-day reality does.

Termination processes

Ending employment in Afghanistan requires clear legal grounds and proper procedures. Employers can terminate for mutual agreement, contract expiration, resignation, misconduct, refusal to work, redundancy, disability preventing work performance, extended absence, or imprisonment. Dismissal for unsatisfactory performance during probation is also permitted. But arbitrary termination without cause opens the door to reinstatement claims and back pay.

Employees with ongoing contracts need to give one month’s written notice if they want to quit. Employees on fixed-term contracts can leave early without notice if their employer breaks the contract rules or if they develop a serious illness or disability that stops them from doing the job. They just need to notify the Ministry of Labor and Social Affairs in writing when they leave.

Work permits and immigration in Afghanistan

Hiring international talent in Afghanistan requires navigating work permit regulations managed by the Ministry of Labor and Social Affairs. Foreign workers need a valid work permit before they can legally take up employment. The employer typically sponsors the application, providing documentation that demonstrates a qualified Afghan national cannot fill the role. Priority is given to local hiring, so justification for foreign expertise is essential.

Work permits are tied to specific employers and roles. Switching jobs requires a new permit application. Processing times vary and can extend several weeks depending on government capacity and application completeness. Employers must also ensure that foreign employees hold the appropriate visa category that allows employment in Afghanistan. Business visas alone do not authorize work. Violating work permit rules can lead to fines, deportation of the worker, and restrictions on future hiring. For remote employees working outside Afghanistan, work permits are generally not required since they are not physically present in the country.

Hire Afghan talent with Pebl

Hiring across borders should not require a legal degree. Pebl operates as your EOR in Afghanistan and 185+ other countries, managing everything from employment contracts to payroll and benefits. You get the infrastructure to hire compliantly, and we absorb the administrative overhead of global employment. Get in touch to learn more.

FAQs: Hiring in Afghanistan

Every hiring decision brings questions. Here are the ones that come up most when companies start exploring Afghanistan as a talent market.

What is the work culture in Afghanistan?

Afghan work culture emphasizes a respect for authority, hierarchy, and personal relationships. Communication tends to be indirect and formal, with decisions flowing from senior management down. Trust-building matters more than speed, so expect negotiations and onboarding to move at a relationship-first pace.

What is the average salary in Afghanistan?

Afghanistan’s average monthly salary in 2025 is 16,200 afghani (AFN), or roughly US$240. However, this varies significantly by role and sector. Other sources project the average monthly salary upwards of AFN 30,000 (around US$450). Tech and specialized roles earn higher wages as demand for skilled workers increases.

Can I hire in Afghanistan without a local business entity?

Yes, working with an EOR provider allows you to hire Afghan talent without establishing a local entity in the country. The EOR becomes the legal employer and is responsible for compliance management duties, including adherence to labor laws, management of employment contracts, payroll, and tax administration. This approach to employment outsourcing accelerates hiring with less financial commitment, enabling you to focus on bringing your employee up to speed.

This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.

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