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$249/month
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2% of gross salary / month
With roughly 800,000 inhabitants, Guyana is the second-smallest independent country in South America. It borders Suriname, Brazil, and Venezuela, as well as the Caribbean to the north. This country has a very spread-out population and is endowed with lots of natural resources, including large oil and gas reserves. The IMF has recently raised its projection for the country’s GDP to grow an incredible 33.9% in 2025. With inflation stable at 2.8%, this means Guyana’s economy is booming. Unemployment, however, has not caught up and is standing at 14.62%. This means there are tens of thousands of Guyanese workers looking for employment, and that just might make now an excellent time to work with an EOR to recruit these employees for your business.
Hire in Guyana, and pay employees through our platform or app.
Our Guyana EOR solution is the most affordable on the market.
Fast Guyana onboarding, hire in as little as 24 hours.
We draft compliant Guyana labor contracts.
We manage all Guyana “Five Insurances” mandatory benefits.
It doesn’t stop with Guyana — we hire employees globally.
A Guyana employer of record or EOR is an organization in Guyana that provides services to local and international companies. Their main tasks are to find and recruit employees for foreign-based companies that don’t own enterprises in Guyana. They may also manage employees long-term for companies that do have entities in this country. An EOR can recruit and onboard workers on behalf of a client company and also manage their human resources (HR) needs, such as payroll, benefits, and schedule management. EORs can hire workers directly and act as their sole legal employers in Guyana.
Similar to an EOR, a PEO is a professional employment organization. A Guyana PEO will also recruit workers on behalf of a client company and manage their HR needs long-term. However, they can’t hire employees directly and require their clients to own entities in Guyana. PEOs act as co-employers and HR outsourcing service providers, helping to staff other companies. In practice, however, the terms PEO and EOR are often used interchangeably. It’s important to check what an organization can provide to make sure it has the services your company needs.
Working with a Guyana EOR can be very beneficial for companies who want to hire local workers. These advantages include:
Horizons stands out as a Guyana EOR through:
A Guyana EOR is usually an intermediary between an internationally-based client company and an employee in Guyana. These three parties enter a tripartite relationship with their various roles defined as follows:
In this relationship, the employee is a Guyanese worker who is willing to work for a foreign-based company. This worker will apply for a position through the EOR and if selected, be put forward as a candidate for the job. If accepted, they will negotiate their contractual terms directly with the company and then sign a contract with the EOR. While the EOR pays their salary and manages their benefits and leave schedule, the employee works for the client, who manages their day-to-day tasks.
The employer of record recruits a worker for the client company according to its needs. It may draw from its talent pool or advertise on behalf of its client. It proposes a candidate to the company and, if accepted, helps the two parties negotiate contract terms. It then signs a contract directly with the employee. The EOR pays the employee’s salary and benefits from the funds it receives and takes its service fee on a monthly basis. It manages the worker’s HR needs, pays social contributions, and, crucially, maintains constant compliance with all relevant labor laws in Guyana.
The client company is an enterprise that engages the EOR’s services for the purpose of hiring an employee in Guyana. It does not need to own a registered entity in the country but instead hires the EOR to contract workers on its behalf. When the client has a position to fill, it informs the EOR of the conditions and requirements of that position. When the EOR provides a suitable candidate for the job, the client company negotiates terms with the candidate who is then hired by the EOR. The employee is then managed daily by the company which pays their salary, benefits, and management fee to the EOR.
Guyana’s labor law is written in English making it a lot easier for foreign employers to access and understand. At the same time, statutes relating to labor in Guyana are scattered across the constitution, international labor conventions, the Labor Act of 1942 (amended 1997), as well as the Termination of Employment and Severance Pay Act, Wages Council Act, Leave with Pay Act, Prevention of Discrimination Act, Occupational Safety and Health Act and other legal instruments. An EOR has to be familiar with all of these laws while employers should know the main points necessary in managing Guyanese workers.
Contracts in Guyana can be fixed-term or permanent. All contracts must include the names of the parties, commencement date for work, place of work, job title and description, salary, benefits, deductions, working hours, and termination details.
No probationary period.
At completion of the project.
Not applicable
Typically 3 months.
Varies depending on the contract's terms.
Not mandatory for termination by the employer upon the expiry of a contract, unless the contract is renewed repeatedly for a significant period.
Typically 3 months.
30 days (minimum and maximum allowed by labor law)
For less than 1 year, there is no severance pay required.
For 1 year or more, one week's pay for each year of service, up to a maximum of six weeks' pay.
Employees in Guyana typically work eight hours per day, five days a week. If an employee works more than 40 hours in a week, those hours are considered overtime and must be paid at a rate of 150% of normal wages. Workers who work in factories have to be paid a premium for any work performed on Sundays and public holidays.
A worker is entitled to a one-hour paid lunch break in a full day, plus a 15-minute break after working for four hours. Workers also must receive at least one full day of rest per week.
150% - 200% of the standard hourly rate
200% of the standard hourly rate, or a day off
200% of the standard hourly rate, or a day off
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day Holiday |
| 23 Feb 2025 | Mashramani (Republic Day) |
| 14 Mar 2025 | Phagwah (Holi) |
| 18 Apr 2025 | Good Friday |
| 21 Apr 2025 | Easter Monday |
| 1 May 2025 | Labour Day / May Day |
| 5 May 2025 | Indian Arrival Day |
| 26 May 2025 | Independence Day |
| 6 Jun 2025 | Eid al-Adha (Tentative Date) |
| 7 Jul 2025 | CARICOM Day (Celebrates the Caribbean Community) |
| 1 Aug 2025 | Emancipation Day |
| 5 Sep 2025 | Youman-Nabi (Mawlid) (Tentative Date) |
| 20 Oct 2025 | Deepavali |
| 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:
1 day per 20 days worked
14 days of paid leave annually
14 days of paid leave annually
14 days of paid leave annually
Employees receive sick leave for as many as 26 weeks. Sick days are paid through National Insurance. However, this pay only comes after the third day of illness. The first three days are not paid.
(percentage of regular wages owed to the employee)
No mandated leaves
No mandated leaves (maximum of 26 weeks)
No mandated leaves (maximum of 26 weeks)
No mandated leaves (maximum of 26 weeks)
Daily rate of sickness benefit is 70% of the insured person's average weekly Insurable Earnings, divided by six (6). The employee will receive the sickness benefit from the 4th day of incapacity.
Daily rate of sickness benefit is 70% of the insured person's average weekly Insurable Earnings, divided by six (6). The employee will receive the sickness benefit from the 4th day of incapacity.
Daily rate of sickness benefit is 70% of the insured person's average weekly Insurable Earnings, divided by six (6). The employee will receive the sickness benefit from the 4th day of incapacity.
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.
Expecting mothers in Guyana are entitled to 13 weeks of maternity leave. They can take leave from six weeks before their due dates, and this leave may also be extended for up to 13 more weeks if needed due to complications. Mothers are paid 70% of their normal wages during maternity leave through National Insurance.
Fathers receive five paid days off for paternity leave.
According to the Holiday Pay Act, every employee is entitled to one day of paid leave for each month they work beginning from their start date. This means that Guyanese employees receive 12 days of paid annual leave per year.
Notification of termination must be given two weeks in advance for employees who have worked less than one year and one month in advance for those who have worked longer. Severance is paid at a week’s wages per year worked under five years, two weeks’ wages for each of five to ten years’ work, and three weeks’ wages for years of service above that up to 52 weeks.
Compulsory social security contributions through the National Insurance Scheme (NIS) in Guyana. The contributions help fund various social security benefits, ensuring that individuals have access to income support during retirement, disability, illness, maternity, and in the event of employment-related injuries.
Foreigners legally employed in Guyana are generally covered under the National Insurance Scheme (NIS) and are entitled to social security benefits provided they contribute to the scheme.
In Guyana, individual income tax is levied on the income earned by residents and non-residents from Guyanese sources. Individual income tax system operates with progressive rates, where higher income levels are taxed at higher rates.
In Guyana, the healthcare system does not operate with a universal health insurance program that covers all residents. Healthcare services are primarily provided through public healthcare facilities and supplemented by private healthcare providers.
The National Insurance Scheme (NIS) in Guyana provides some medical benefits as part of its social security provisions, though it primarily focuses on pensions, disability benefits, and survivor benefits rather than comprehensive health insurance.
As of 2022, the minimum monthly salary in Guyana is 60,147.00 Guyana dollars per month. While this may seem like a lot, one USD is equal to about 200 GYD, setting this minimum wage around 300 USD. The average monthly wage is about 150 GYD or around 750 USD. It is strictly against the law for Guyanese workers to be paid in kind instead of receiving money in cash or cash equivalents for their work.
Guyana doesn’t have a mandatory 13th-month salary. Still, some employers offer this pay as an annual bonus to improve their compensation packages.
Guyanese workers need to contribute 5.6% of their pay and employers pay 8.4% for a total of 14% of a worker’s salary to National Insurance. This provides benefits for employees, including old age, survivors, sickness, maternity, and other benefits.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
When you work with an EOR in Guyana, you find quick access to the talent pool in this culturally and linguistically diverse country. Guyanese workers are also highly affordable on the global labor market. The EOR recruits, hires, and onboards workers for you and manages their long-term HR needs. Most importantly, the EOR enables firms that don’t own legal entities in Guyana to still be able to hire workers in this country.
While the client company should know some of the details relating to labor regulations in Guyana, it’s the EOR’s job to maintain compliance with them. It does this through experience and expert knowledge of local statutes, employing experts in HR and law to ensure that workers are treated fairly and equitably. This helps to avoid fines and legal actions that would otherwise be levied for non-compliance.
Holiday Schedule in Guyana [2025]
