Beyond Base Salary
In Tanzania, employee benefits can add 20-40% to your total compensation. Understanding what's legally required versus what's offered voluntarily helps you evaluate job offers accurately.
Two candidates earning the same base salary can have very different total compensation depending on benefits. Always consider the full package.
Mandatory Benefits
**NSSF (National Social Security Fund):** - Employer contributes 10%, employee contributes 10% of gross salary - Provides pension, disability, and survivor benefits - Withdrawal possible upon retirement (55+) or emigration
**NHIF (National Health Insurance Fund):** - Employer and employee each contribute 3% of gross salary - Covers outpatient, inpatient, and maternity care at accredited facilities - Dependents (spouse and up to 4 children) covered
**Workers' Compensation:** - Employers must insure against workplace injuries - Covers medical costs and disability payments
**Annual Leave:** 28 days per year (by law)
**Sick Leave:** 126 days per 36-month cycle (first 63 at full pay)
**Maternity Leave:** 84 days at full pay
Voluntary Benefits to Look For
**Housing allowance:** Common in corporate roles, typically 15-25% of base salary.
**Transport allowance:** Flat monthly amount or company vehicle/fuel card.
**Private health insurance:** Top-up coverage beyond NHIF at better facilities. Family coverage is a significant perk.
**Training and development:** Budget for courses, certifications, and conferences.
**Performance bonuses:** Annual bonuses of 1-3 months salary, common in banking and corporate sectors.
**13th month salary:** Not legally required but offered by some banks and multinationals.
**Mobile phone allowance:** Common for roles requiring frequent communication.
**Meal allowance or staff canteen:** Saves TZS 200,000-400,000/month in food costs.
When comparing offers on Nafasi, calculate total monthly value including all benefits — not just the base salary number.