Definitive Guide to Hiring in Saint Vincent and the Grenadines

Hiring in Saint Vincent and the Grenadines

Hiring employees compliantly in Saint Vincent and the Grenadines means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Saint Vincent and the Grenadines 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 Vincent and the Grenadines; or

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

Labor Laws in Saint Vincent and the Grenadines

Employment laws in Saint Vincent and the Grenadines are uniquely suited to the country’s way of life, and crucial to understand if you want to employ local talent in this country. Get the details on Saint Vincent and the Grenadines employment laws and Saint Vincent and the Grenadines policies here.

Employee Probation Period

Annual Leave in Saint Vincent and the Grenadines

• A domestic worker, except a domestic worker who is employed on a day-to-day basis, shall be entitled to holidays as follows:
  • 1 to 5 years’ service, 14 calendar days
  • 6 to 10 years of service, 21 calendar days

Holidays in Saint Vincent and the Grenadines

Maternity Leave Saint Vincent and the Grenadines

Paternity Leave Saint Vincent and the Grenadines

Sick Leave in Saint Vincent and the Grenadines

Working Hours in Saint Vincent and the Grenadines

Overtime in Saint Vincent and the Grenadines

Termination of Employment in Saint Vincent and the Grenadines

• The service of an employee shall be deemed to be terminated for good cause where the employee:
  • has been found guilty of misconduct in or in relation to his employment which is of such a nature that it would be unreasonable to expect the employment relationship to continue, 
  • has been guilty of repeated misconduct or unsatisfactory performance which in the first instance is not sufficiently serious to warrant dismissal under paragraph (a) and is of such a nature that the employer could not reasonably be expected to continue his employment if such conduct is repeated, or 
  • not been performing satisfactorily and during any period within six months, the employee has been warned by the employer in writing or orally in the presence of two credible witnesses on more than one occasion whereby the employer has indicated to him the nature of his conduct or his unsatisfactory performance and the action which the employer intends to take and thereafter no improvement in the conduct or the performance of the employee has resulted.
  • has been found guilty of a criminal offence relating to his employment, without the connivance, express or implied, of his employer; 
  • does not have the capability or qualification to perform the work of the kind he was employed to do: Provided that the employer has given the employee at least two written warnings to that effect and that within three months thereafter the employee does not rectify the defect or make up the deficiency pointed out to him; or 
  • cannot be retained in the position he held without contravention by him or his employer of some existing law.

Notice Period in Saint Vincent and the Grenadines

• Notice periods for weekly paid employees is as follows: -
  • Under 1 year, 1 week
  • 1 year and under 3 years, 2 weeks
  • 3 years and under 6 years, 3 weeks
  • 6 years and over, 4 weeks
• Notice periods for fortnightly paid employees is as follows: -
  • Under 2 years, 2 weeks
  • 2 years and under 6 years, 3 weeks
  • 6 years and over, 4 weeks
• Notice periods for monthly paid employees is as follows: -
  • 4 weeks

Severance in Saint Vincent and the Grenadines

• The rate of severance pay which is payable by an employer shall be:
  • two weeks’ pay for each year of continuous service from two to ten years; 
  • three weeks’ pay for each further year of continuous service from eleven to twenty-five years;  
  • four weeks’ pay for each further year of continuous service in excess of twenty-five years.

Saint Vincent and the Grenadines Salary and Wages

13th / 14th Month Salary in Saint Vincent and the Grenadines

• No
• There is no statutory requirement to pay the 13th or the 14th month salary.
• There is no evidence that it is customary to give bonuses.

• Under the NIS Act all workers in St Vincent and the Grenadines are mandated to make contributions to the National Insurance Services, the total rate of contribution is 8% of insurable earnings.
• Of this total rate, the employee is required to pay 3.5% and this is matched by 4.5% by the employer.
• The contribution rate for a self-employed contributor and a voluntary contribution is 7.5% and 6.84% respectively..

Immigration Saint Vincent and the Grenadines

• Most of the foreign nationals visiting Saint Vincent and the Grenadines are granted visa free access
• Nationals of the following countries listed hereunder are required to obtain a pre-entry visa for Saint Vincent and the Grenadines:
  • Dominican Republic
  • Jordan
  • Syria
  • Iran
  • Iraq
  • Lebanon
  • China
  • Nigeria
• The key factors looked at when someone applies for a Visa are:
  • Ability to maintain him or herself financially
  • Evidence of Employment
  • Evidence of Accommodation
  • Period for which Visa is applied
  • Invitational letter from Sponsor
  • Evidence of Sponsor’s status on the island
  • Police Record (Applicant)

Value Added Tax (VAT) in Saint Vincent and the Grenadines

• In 2007, VAT was introduced in Saint Vincent and The Grenadines.
• VAT standard rate is 16 percent; VAT reduced rate is 0 percent, and 11 percent for the hotel sector. 

Mandatory Benefits in Saint Vincent and the Grenadines

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

Payroll Accrual in Saint Vincent and the Grenadines

Country Accruals Additional Information

Description

Currently, the total rate of contribution is 8% of insurable earnings. Of this total rate, the employee is required to pay 3.5% and this is matched by 4.5% by the employer. The contribution rate for a self-employed contributor and a voluntary contributor is 7.5% and 6.84% respectively.

Payroll Accruals Additional Information

Accrued Benefits in Saint Vincent and the Grenadines

Why use Global Expansion to hire in Saint Vincent and the Grenadines

Establishing a branch office or subsidiary in Saint Vincent and the Grenadines 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 Vincent and the Grenadines labor laws are complex.

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

Global Expansion makes it easy for you to expand into Saint Vincent and the Grenadines. 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 Vincent and the Grenadines 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.