Antigua and Barbuda’s is a twin-island nation in the Caribbean, with an abundance of nature, sun, and the soothing sea. Their tax regime is favorable, enabling individuals to benefit from no personal income taxes since 2016, and no capital gains taxes or estate taxes.
Pregnant employees are entitled to between 6-13 weeks of fully paid maternity leave with benefits equivalent to 60% of their wages in the last year. Fathers are entitled to 4 days of paid paternity leave. Fathers are entitled to fours days of paid paternity leave.
Employees are entitled to up to 12 days of sick leave per year. After the 3rd consecutive day of sick absence, employees must provide a physician’s certificate or other satisfactory proof of justified absence. If you determine an employee has taken too much leave or is unfit to continue employment, you need to ensure proper notice and termination procedures. Depending on the circumstances, the employee may have a right to severance pay.
There are 10 public holidays each year — if any employees work on a holiday, they are entitled to 150% pay for that time. All employees who have finished their probationary period are entitled to paid time off equivalent to 1 day for each month in the year they’ve worked.
Antigua and Barbuda’s minimum wage is EC$8.20/hour. The standard work day is 8 hours, and a standard work week should be no more than 48 hours. Employees should not work more than 12 hours in a day or 72 hours in a week, and must receive a rest period of at least 24 hours every 7 days.
If employees work overtime or on rest days, they are entitled to additional compensation of at least 150% of their regular wage.
For employees under 60, labor laws stipulate that employers contribute to the Medical Benefits Scheme for health care services (these rates change for employees over 60 years of age). They must also contribute ~8% of the monthly payroll to the Social Security program.
Employers may terminate someone’s employment if they have engaged in misconduct at work. If an employee has worked at your company for less than one week, you can terminate their contracts without advanced notice (unless your contract states otherwise).
You are responsible for providing notice of termination, ideally equal to the duration between pay days. It would be best if you gave advanced notice at least equal to the duration between paydays. You must offer a written statement of the reason for termination if the employee requests it within seven days of receiving their notice.
If you terminate an employee because of redundancy, you’re obligated to provide severance pay equal to one day’s wages for each month of work with your company.
★ 7.75% - Social Security
★ 3.50% - Healthcare
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You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
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Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.