What you'll learn
- Country Introduction
- Tax Breakdown for Employers
- Statutory Leave Laws
- Minimum Wage and Working Hours
- Termination Process
- Additional Information
Trinidad and Tobago is the southernmost island country in the Caribbean, consisting of the main islands of Trinidad and Tobago, and some smaller islands. The country is well known for its Indian and African cultures, reflected in its large and famous Carnival, Diwali, and Hosay celebrations. Trinidad and Tobago is also known as the birthplace of steelpan, the limbo, and music styles such as calypso, soca, rapso, parang, chutney, and chutney soca.
Paid Leave and Statutory Leave
Parental Leave
Pregnant employees are entitled to 14 weeks of paid maternity leave (as long as they have completed 1 year of service within their company). There is no statutory requirement for paternity leave.
Sick Leave
Sick leave entitlements in Trinidad and Tobago depend on the industry and sector, with the entitlement usually stipulated in the employment contract.
Paid Leave
There are 16 public holidays in Trinidad and Tobago, and employees are entitled to paid time off. The amount of paid time off depends on the industry and sector, and is generally around 2 weeks per year.
Wage Requirements and Working Hours
The minimum wage is TTD 17.50 per hour, and a standard workweek is 40 hours at 8 hours per day. Overtime work is regulated by employment contracts or collective agreements, and is usually paid between 150%-200% of the regular wage.
Termination Process
Process
The termination process depends the employment contract or collective agreement and reason for termination. Terminations must be done with just cause.
Notice Period
The notice of termination has to be provided in writing, with a notice period of 30-45 days.
Severance Pay
Severance payments depend on the employee’s length of time worked at the company:
- 1-5 years = 2 weeks of pay for each year of service
- 5+ years = 3 weeks of pay for each year of service
Additional Information
N/A
★ TDD 23.80 - TDD 276.20 - National Insurance Scheme
Simplified Global HR and Payroll.
Let’s work on it together.
We've made the process really simple
with only 3 steps.
Remote candidate
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Cost Calculation
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Onboarding & Admin
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.
