Work permits and employer advice in The Gambia

What should be checked before starting work in The Gambia?

Before an overseas employee, consultant or business owner starts work, establish the permission needed for the actual role and the person’s circumstances. Solie Law Chambers advises individuals and employers on the Gambian legal questions involved in work and residence arrangements.

Tell us the person’s nationality, where they are now, the proposed employer or organisation, duties and expected duration. A short assignment, business visit, unpaid placement or remote-working arrangement should be assessed on its facts rather than assumed to be exempt.

The Immigration Department’s residence guidance describes Permit B as a category for living and working. Eligibility, the appropriate permission and any additional employer requirements should be confirmed before work begins.

What should an employer or sponsoring organisation prepare?

The individual’s immigration position and the organisation’s responsibilities need to be considered together. The Immigration Department publishes guidance on business establishment and the expatriate quota system. Whether quota, reporting or other requirements apply needs to be checked for the proposed role and organisation.

Useful employer information includes the legal entity, registration and operating arrangements, the vacancy or assignment, who will sign the application and the intended start date. Clarify whether the worker is being employed locally, seconded from another office or engaged under a services contract.

For a corporation, bank or NGO with overseas decision-makers, we can agree who provides instructions and how documents and progress are reported. Existing internal or donor approval does not replace any permission required by the authorities.

Which employment and personal documents may be relevant?

• Passport and current entry or residence documents.
• Proposed employment contract, assignment letter or description of services.
• Job title, duties, location, duration and relevant qualifications or experience.
• Employer or host-organisation details and signing authority.
• Existing quota or related approvals, where relevant.
• Previous applications, permits and official correspondence.

The agreed checklist should reflect the application being made. Check whether originals, certified copies, translations or attendance are required before arranging them. Any differences between the proposed duties and the documents should be resolved before submission.

What if you are setting up a business or working for an NGO?

Ownership of a company and permission to work in its business are separate issues. An investor who will manage operations should explain the intended activities and time in The Gambia. Our company-formation guidance covers the related business arrangements.

NGOs should describe the organisation’s status, local operation and the role of the overseas staff member, consultant or volunteer. Do not assume charitable work or an unpaid role removes immigration requirements. We can assess the position alongside our charity and NGO legal services.

If the activity requires a separate professional or sector approval, that also needs to be considered. Immigration permission should not be treated as a substitute for every other authorisation connected with the job.

What happens on renewal, a change of employer or a new assignment?

Check the conditions and expiry of the existing permission before changing roles or employers. A permit connected with one arrangement should not be assumed to transfer automatically to another. Explain any proposed change in duties, host organisation or duration.

Keep copies of submissions, receipts, decisions and supporting documents, together with a record of who is responsible for follow-up. Where the organisation has reporting obligations, these should be incorporated into its administrative process.

If work has already started or permission has expired, provide the full timeline promptly. Advice should address the actual position and available next steps. A pending application does not automatically establish permission to continue working.

Can family members accompany an overseas worker?

Accompanying spouses or children may require separate consideration of entry, residence and supporting family documents. Their position should be included in planning, particularly if travel or schooling depends on the timing.

Our immigration and residence service covers those wider questions. Where a child travels with one parent or an existing order applies, family-law advice may also be needed.

How can Solie assist, and what affects costs?

We can review the proposed arrangement, identify the relevant requirements, assess documents and agree assistance with the application or related correspondence. The authority makes the decision; approval and completion dates cannot be promised.

Agree the initial work, who will supply information and which official charges, translations and other expenses are separate from legal fees. Professional clients can discuss a consistent process for several employees while keeping each person’s application and status under review.

Use an assignment readiness record

For each proposed overseas worker, record the host entity, role, location, intended start and end dates, application status and person responsible. Keep employment documentation, immigration questions and any sector permission as separate items.

Mark an application as pending until the relevant decision is received. Record the conditions and expiry of any permission rather than relying on a copy of the application alone. Identify who will track renewal and changes in role or employer.

If a commercial start date moves, check whether the immigration and contractual arrangements still fit. A travel booking or internal approval is not evidence that every requirement to begin work has been satisfied.

Related guidance

• Immigration and residence advice
• First employees and business commitments
• Business compliance calendar