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From
$249/month
$49/month
2% of gross salary / month
Fiji has a population of 942.9 million people and is known for its successful agricultural and tourism sectors. Despite experiencing a financial downturn during the COVID-19 pandemic, its economy recovered by 15.6% in 2022. Its GDP of 4.98 billion dollars is expected to rise by 2.8% in 2024. Despite the increase in inflation of 7.1 percent, the country has seen significant improvements in its yield of gold and tourist activity, which contributes to 38% of its GDP growth. Fiji’s unemployment rate was 4.2% in 2023, which falls within the acceptable global unemployment rate of 3-5%. The Fijian government has focused on the development of its information and communication technology, renewable energy, and business process outsourcing sectors to create a skilled, dynamic, and competitive workforce. With Fijian workers considered adaptable and diligent and annual employee salaries averaging $6420, your company is sure to benefit from hiring employees in Fiji.
Hire in Fiji, and pay employees through our platform or app.
Our Fiji EOR solution is the most affordable on the market.
Fast Fiji onboarding, hire in as little as 24 hours.
We draft compliant Fiji labor contracts.
We manage all Fiji mandatory benefits.
It doesn’t stop with Fiji — we hire employees globally.
An employer of record (EOR) in Fiji is an agency or organization that handles different aspects of the employment process, including payroll, taxation, and ensuring legal compliance with the local labor laws. An EOR in Fiji can hire employees on your behalf without you having to register a legal entity in Fiji to do so. In addition to managing the various compliance aspects of employment, a Fiji EOR covers administrative tasks, onboarding, and employee benefits while you focus on growing your business. They act as HR support but are not to be confused with a PEO in Fiji.
A PEO, or professional employment organization, acts as an employment partner, which means that the business can handle outsourced HR tasks such as attracting and retaining employees. Because a PEO serves as a co-employer, you may still have to register a legal entity in Fiji when relying on their services. The EOR and PEO are different from a recruitment agency in Fiji. A recruitment agency can match you as an employer with skilled and qualified workers in Fiji, but they do not manage the legal aspects of the employment process, such as taxes and staff benefits. You will still need a registered business in Fiji if you wish to use the services of a Fijian recruitment agency. Understanding the differences between these organizations can help you find the right services to expand your business in the South Pacific.
A Fiji EOR is equipped to hire employees on behalf of international companies. Based on their knowledge of the Fiji labor force, they will represent your business and streamline procedures, such as drawing up an employment contract. A Fiji EOR can keep your business up-to-date on the latest tax laws. The benefits of hiring a Fiji EOR include:
Horizons stands out as a Fiji EOR through:
When you hire an EOR in Fiji, they will act as an employer for your workforce. This third-party organization will handle every part of payroll, compliance with labor laws, HR, and daily employee management. As the client of the EOR, you are still responsible for overseeing the performance of employees, assigning objectives, and communicating with your staff.
Because the EOR acts as an employer for taxation in Fiji, they will take responsibility for compliance with local tax and labor regulations. This includes the creation of an employment contract to ensure that it meets minimum wage requirements, tax laws, employee benefits, and contributions. The EOR will hire employees on behalf of the client; however, the terms of the employment contract are negotiated between the employee and the client company (employer). The employer is also responsible for paying relevant taxes.
As the employer hiring the EOR, your responsibility is to manage the daily performance of the employees you hire in Fiji. Your role is to provide your Fijian workforce with the relevant tools and training to perform the job. The employer is legally required to pay employees their monthly salaries and deduct income tax from their wages.
Fiji labor law covers various aspects of employment, such as annual leave, maternity leave, severance pay, terminations, and benefits that employees are entitled to. Employers are required to adhere to the Employment Relations Act 2007, which outlines the minimum requirements governing the relationship between the employer and employee.
In Fiji, employment contracts can vary based on the specific terms agreed upon between employers and employees. Compliance with Fiji’s employment laws ensures fairness and protection for all parties involved in the employment relationship.
No probationary period.
At completion of the project.
Not applicable
Maximum of 3 months.
Specified in the contract.
Not mandatory if the contract is not renewed upon expiration.
Maximum of 3 months.
Ranges from 1 to 3 months (depending on length of service and terms in the contract).
For less than 1 year, no severance pay required.
For 1 year or more, two weeks' pay for each year of service, up to a maximum of 6 weeks' pay.
According to the Employment Relations Act 2007, employees in Fiji work for a total of 48 hours per week. If an employee works on a public holiday, they must be paid for the number of hours worked. However, based on Fijian labor law, the number of hours and days that employees are expected to work must be stipulated in their employment contract, and they cannot work beyond these hours unless it is discussed and agreed upon with the employer. Overtime rates are influenced by industry, but the standard requirement is 150% of the employee’s salary.
150% of the standard hourly rate
200% of the standard hourly rate, or a day off
250% - 300% of the standard hourly rate
All Fiji employees can take an annual leave of 10 working days, which must be fully paid. If the 10 days of leave are not used within that year, they must be taken within 6 months of the new year, or they will lapse.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 18 Apr 2025 | Good Friday |
| 19 Apr 2025 | Holy Saturday |
| 21 Apr 2025 | Easter Monday |
| 12 May 2025 | Girmit Day |
| 30 May 2025 | Sukuna’s Day Holiday |
| 8 Sep 2025 | The Prophet’s Birthday (Tentative Date) |
| 10 Oct 2025 | Fiji Day |
| 21 Oct 2025 | Diwali |
| 25 Dec 2025 | Christmas Day |
| 26 Dec 2025 | Boxing Day |
The amount of paid time off employees are eligible to receive is based on how long they have been employed at their current company:
Pro-rata basis
10 - 20 days of paid leave annually
20 - 25 days of paid leave annually
25 days or more (depending on the company) of paid leave annually
An employee must have worked for your company for at least three consecutive months before they can receive the minimum of 10 days of paid sick leave. Employers have the option of providing their employees in Fiji with more than the minimum amount of sick leave per year. Depending on the agreed-upon terms, employees must receive their full pay for the time taken off.
In Fiji, if a staff member loses a loved one, they are permitted three days of bereavement leave that must be paid in full. Fijian labor law separates bereavement leave from sick leave.
(percentage of regular wages owed to the employee)
10 days of paid leave annually
10 days of paid leave annually
10 days of paid leave annually
10 days of paid leave annually
Not specific but typically equivalent to the employee's regular wages unless stated otherwise in the contract.
Not specific but typically equivalent to the employee's regular wages unless stated otherwise in the contract.
Not specific but typically equivalent to the employee's regular wages unless stated otherwise in the contract.
In order for employees to receive the full wages due to them, workers must present a valid medical certificate from a certified doctor to their employer.
A woman who is employed by your company has the right to 98 days of paid maternity leave. She must provide a certificate from a medical doctor indicating the date of the expected birth. If she is absent from work for more than 98 days, she is not entitled to paid leave. Male employees can receive paternity leave that is fully paid for 5 days.
In Fiji, annual leave entitlements are governed by the Employment Relations Act, which outlines the minimum standards for paid leave for employees. Employees are entitled to a minimum of 10 working days of paid annual leave after completing 12 months of continuous service with an employer.
If an employer needs to terminate the contract of an employee, several circumstances could constitute grounds for dismissal. Once the agreed-upon or written period for employment has expired, the contract will end. In Fiji, if an employee shows misconduct, breaks the law, is constantly absent, or neglects their duties, their contract can be terminated. If an employee does not have the necessary skills to perform their job, the employer is within their full right to terminate employment.
If the employee has been working for the company for at least 12 months, they must receive 5/6th of their salary for every month of work they have completed. The same amount of severance is paid to employees who have worked for more than 12 months, and they must receive payment for the leave that they did not use.
Employers and employees in Fiji are required by law to contribute to the Fiji National Provident Fund (FNPF) for employees’ retirement. In 2024, employer contributions increased from 8% to 10%, while employees are required to contribute 8% of their gross salaries; however, employers have the option to pay more than the mandatory contributions.
Fiji’s social security system, managed by the Fiji National Provident Fund (FNPF), can be voluntarily accessed by foreigners working in the country. If your employer is already registered and contributes to the FNPF on behalf of their employees, you may have the option to contribute a higher percentage of your salary.
In Fiji, individual income tax is levied on the earnings of residents and non-residents based on a progressive tax rate system. For non-residents, a flat tax rate of 20% is generally applied to income earned within Fiji.
The Fiji government does not mandate health insurance contributions from employers, as both public and private medical services are available. However, most employers provide health insurance benefits for employees.
The current minimum wage in Fiji is FJD4.00, or $2 per hour. Despite the low rate for Fijian workers, employers must consider the overall cost of living in the country. The standard VAT rate in Fiji is 15% and must be factored into the daily living expenses of Fijians. Without paying for rent, it costs a family of four around FJD4678, or $2086 per month, to cover their daily living expenses. This is around 49% lower than the cost of living in the United States. For employers to retain employees in Fiji, it is important to look at the monthly cost of living and offer skilled workers attractive salaries.
In Fiji, this practice can vary depending on the employer and the specific employment contract. Not all employers are legally required to provide a 13th month salary, so it often depends on the company’s policies or the collective agreements in place.
In Fiji, social security is primarily managed through the Fiji National Provident Fund (FNPF). The FNPF provides retirement benefits, and other social security services to its members. These include retirement savings, pension, housing assistance, medical assistance, death benefits and unemployment benefits.
These benefits ensure that Fijian nationals have a safety net for retirement, healthcare, housing, and other essential needs.
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When you rely on the services of a professional EOR in Fiji, they can help you streamline your HR processes following the Fijian Employment Relations Act. You don’t need to register a legal entity in the country, and you can access and hire highly skilled and dedicated workers across the islands. A Fijian EOR handles all legalities, from ensuring the minimum wage and working hours to overseeing social security contributions and tax laws. The professional staff of an EOR helps foreign clients navigate cultural and language differences that could pose challenges when running a business. It is a cost-effective and efficient option, keeping you compliant and operational in less than a week.
Employers are obligated to pay employer and employee contributions to the Fiji National Provident Fund (FNPF). An EOR in Fiji ensures that the minimum FNPF contributions are made every month, keeping you compliant. The EOR will also help businesses file timely VAT returns and make payments to the relevant tax authorities in Fiji.
Holiday Schedule in Fiji [2025]
