Definitive Guide to Hiring in Saint Martin

Hiring in Saint Martin

Hiring employees compliantly in Saint Martin means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Saint Martin so that you don’t run afoul of employment laws. To hire an employee compliantly and offer them mandatory benefits and compliant agreements, you can:

(a) Establish your own new legal entity, banking, accounting and payroll service in Saint Martin; or

(b) use an Employer of Record like Global Expansion who can handle all of the details for you.

Labor Laws in Saint Martin

Employee Probation Period

• Probation period is as follows: -
  • two months for blue-collar and white-collar employees
  • three months for supervisors and technical employees
  • four months for managers and professional staff.

Annual Leave in Saint Martin

• Employees are entitled to 30 days (or five weeks) annual leave.

Holidays in Saint Martin

Maternity Leave Saint Martin

• For a single birth bringing the mother's number of children to one or two: 16 weeks, consisting of:
  • six weeks before childbirth;
  • ten weeks after childbirth

Paternity Leave Saint Martin

• Fathers are entitled to 25 days or 32 days in the event of a multiple births.

Working Hours in Saint Martin

• Working hours are generally up to 35 hours a week

Overtime in Saint Martin

• Overtime must be paid as follows:
  • 25 % an hour for each of the first eight hours of overtime (from the 36th to the 43rd hour inclusive)
  • 50% for each hour after that

Saint Martin Salary and Wages

• Rolled out on January 1st, 2016, France's universal healthcare system (PUMa) guarantees coverage of healthcare expenses with no gap in coverage in the event of a change in circumstances (work-related, family, or residential) for all individuals who:
  • are working, or
  • have been residing in France (including Guadeloupe, French Guiana, Martinique, Reunion Island, Saint Barthelemy and Saint Martin) on a stable and ongoing basis for at least 3 months.
• Persons who meet the following criteria are liable to this annual contribution:
  • those with no employment income or whose income from employment in France amounts to less than 20% of the annual Social Security ceiling (i.e. less than € 8,227 in 2022),
  • and whose investment or property income (real estate and other property income, investment income, etc.) amounts to more than 50% of the annual social security ceiling (i.e. €20,568 in 2022).

Immigration Saint Martin

• A Saint Martin visa is not required for citizens of United States.
• A passport valid for 6 months past then entry date is required.
• Some of the most common entry visas for nationals from countries that require visas are as follows: -
  • Tourist Visa
  • Business Visa
• Some of the main documents for these visas are as follows: -
  • Valid passport
  • Completed visa application form
  • Passport size photos
  • Travel itinerary
  • Proof of sufficient funds

Value Added Tax (VAT) in Saint Martin

• The system of value added tax (VAT) that exists within the European Union is not applicable to Saint-Martin.
• There is however a tax on turnover, namely the TGCA “Taxe générale sur le chiffre d’affaires”, whose rate is very low (4%), and which is levied in practice on the retail sale of goods as well as all types of services.

Mandatory Benefits in Saint Martin

• These are mandatory benefits as postulated by law
• These include probationary period, annual leave, public holidays, maternity leave, paternity overtime pay.
• Statutory benefits also include social security benefits

Payroll Accrual in Saint Martin

Payroll Accruals Additional Information

Accrued Benefits in Saint Martin

Why use Global Expansion to hire in Saint Martin

Establishing a branch office or subsidiary in Saint Martin can be time-consuming, expensive and complex. With such a robust labor market in place, one must pay great attention to detail when structuring employment because Saint Martin labor laws are complex.

The company also has a responsibility to comply with specific employment practices dictated by Saint Martin law to maintain its good standing as an equal opportunity employer.

Global Expansion makes it easy for you to expand into Saint Martin. We'll help you hire your candidate of choice, handle HR matters and payroll, and ensure that you comply with local laws without the burden of setting up a foreign branch office or subsidiary. In addition, you'll have complete control and direction over your employees.

We enable you to stay in control of everything. Our Saint Martin Global Professional Employer Organization (PEO) and Employer of Record (EOR) solution provides you with peace of mind to focus on running your company and the security to enter new markets.