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$249/month
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2% of gross salary / month
The 33 islands comprising the remote Pacific Ocean nation of Kiribati are home to a youthful population of around 130,000. Kiribati’s economy is dominated by agriculture, fisheries, and the public sector, with interest increasing in areas such as tourism and renewable energy. In 2023, Kiribati’s GDP was approximately $280 million, with an annual growth of 4.3%.
Due to limited employment opportunities and an increasing connection with the wider world, younger workers in Kiribati are driven to find work in new sectors and, with an almost exclusively Christian population and English as one of two official languages, are culturally suited to employment with many global companies. The average monthly wage in Kiribati is below the world average at around $1,200-$1,400 per month. This creates opportunities for businesses worldwide to find an enthusiastic and cost-effective workforce in Kiribati.
Hire in Kiribati, and pay employees through our platform or app.
Our Kiribati EOR solution is the most affordable on the market.
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We draft compliant Kiribati labor contracts.
We manage all Kiribati mandatory benefits.
It doesn’t stop with Kiribati — we hire employees globally.
When any foreign business hires workers in Kiribati, it must abide by all the local laws and regulations. It is also important to understand the labor force and how employment is impacted by cultures and customs. While a company could achieve this by establishing a local entity within the territory and dedicating extensive resources to developing the knowledge required, a much simpler path is to use an Employer of Record (EOR). An EOR is an organization that acts as the legal employer of a local workforce. It accepts responsibility for ensuring all requirements are fully adhered to. It also offers the advantage of being an experienced recruiter in the region and an expert human resources manager.
Similar services, such as Professional Employer Organizations (PEO) are often discussed interchangeably with EOR, but it is important to note a crucial difference. Working with an EOR removes the need for a foreign business to establish a local entity. A PEO does not offer this and acts only as an outsourced recruitment and human resources service. When working with a PEO, the cost, complications, and risk of creating a local entity must still be borne.
By using an EOR in Kiribati, a foreign employer can begin hiring a local workforce quickly and efficiently, using minimal resources, with limited liability should issues arise. Without an EOR, the process of setting up a legal entity within Kiribati could take months, and that’s before a single employee is hired.
In addition to this overall streamlining of the hiring process, several specific benefits come from using an EOR in Kiribati:
Horizons stands out as a Kiribati EOR through:
An EOR in Kiribati works as an intermediary between local workers and foreign employers to arrange a network of mutually beneficial relationships. From the initial recruitment to ongoing workforce management and exit processes, the EOR ensures the efficient and stress-free maintenance of a productive workforce throughout its agreement with any client.
The fundamental aspects of this service include:
One of the chief responsibilities of an EOR in Kiribati is ensuring all local labor laws are respected and followed. This is vital to protect themselves, the client company, and the workers. The EOR’s knowledge should be complete and up-to-date and remain so throughout the entire period of employment.
Regulations regarding employment contracts in Kiribati are laid out in the Employment and Industrial Relations Code 2015 (EIRC 2015). While verbal contracts can be considered legally binding in some circumstances, written contracts are always recommended for the best protection.
No probationary period.
At completion of the project.
Not applicable
Typically up to 3 months
30 days (minimum and maximum allowed by labor law)
Prorated (based on the remaining contract)
Typically up to 3 months
30 days (minimum and maximum allowed by labor law)
2 weeks salary per year of service
Section 83 of the EIRC states that a standard working week in Kiribati should be no more than 40 hours spread over five working days. It does, however, concede employees may work longer than this so long working hours are kept “reasonable” and that health and safety are always considered. Some specific industries, such as agriculture and fisheries, are able to operate outside these limits.
Overtime can be granted at employee request with no legal limit. It should be compensated at 150% of standard hourly rates or, if the employee agrees, with time off in lieu to be taken within six months.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Kiribati currently has 13 official public holidays each year. Unless otherwise agreed, workers are entitled to be absent from work with full pay on these dates.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 8 Mar 2025 | International Women’s Day |
| 7 Apr 2025 | National Health Day |
| 18 Apr 2025 | Good Friday |
| 21 Apr 2025 | Easter Monday |
| 1 May 2025 | Labour Day / May Day |
| 10 Jul 2025 | Gospel Day |
| 11 Jul 2025 | National Culture and Senior Citizens Day |
| 12 Jul 2025 | National Day |
| 4 Aug 2025 | Youth Day |
| 10 Oct 2025 | Education Day |
| 11 Dec 2025 | Human Rights and Peace Day |
| 25 Dec 2025 | Christmas Day |
| 26 Dec 2025 | Boxing Day |
Additional forms of leave entitlement in Kiribati include maternity and compassionate leave. The minimum leave granted to new mothers varies depending on their specific sector of work but a common allowance is 42 days (14 before birth and 28 days after). For both sexes, compassionate leave totaling up to three days a year should be allowed for the death, serious illness, or injury of immediate family.
Prorated leave
10 days of paid leave annually
10 days of paid leave annually
10 days of paid leave annually
Section 93 of the EIRC 2015 states that workers in Kiribati become entitled to 20 days of paid sick leave after six months of service. Employees may ask for verification from a medical practitioner before granting payment.
(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
Varied (specified in the contract or policies)
Varied (specified in the contract or policies)
Varied (specified in the contract or policies)
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.
Female employees are typically entitled to 12 weeks (3 months) of maternity leave and usually paid at the employee’s normal wage rate during the period of absence.
Male employees may be entitled to a short period of paternity leave, typically up to 5 days.
In addition to public holidays, workers in Kiribati who have completed at least one year of full service are entitled to a minimum of 30 days paid annual leave each year. This is accrued month-by-month to allow holidays to be utilized throughout the year. While there is no legislation forbidding the carrying over of unused hours, most employers seek to avoid this due to the difficulty in managing excessive build-up.
Outside of disciplinary or redundancy procedures, which have their own protocols, an employer wishing to terminate the contract of a worker should provide at least two weeks’ notice during the first two years of service. This increases to four weeks for those employed for two years or more. Termination notice should also be provided in writing, and reasonable time should be granted for the employee to find alternate work. Minimum mandatory severance pay depends on an employee’s wage at the time of termination and the length of their service.
Kiribati has a provident fund system, not a traditional social security system. This means there are mandatory contributions but no social security benefits like pensions.
No, compulsory contributions to the Kiribati Provident Fund typically do not apply to foreigners working in the country.
Individual income tax is levied on income earned by residents and non-residents who derive income from Kiribati sources. Kiribati employs a progressive tax system with different tax rates applied to various income brackets.
While Kiribati provides basic healthcare services through its public healthcare system, health insurance as a comprehensive and structured system is not widely developed. Residents and expatriates may rely on public healthcare services supplemented by out-of-pocket payments for certain treatments.
The EIRC 2015 contained clauses that sought to benefit the Kiribati economy and its workers from the influx of foreign opportunities. It set a minimum wage for overseas-funded work at AUD 3 per hour, as opposed to AUD 1.30 for businesses local to the islands.
13th-month salary pay is not mandated in Kiribati.
Kiribati Provident Fund (KPF) Membership payments are required for all workers in Kiribati. 7.5% of earnings are deducted from every paycheck and matched with another 7.5% by the employer. These funds can be accessed by the worker during unemployment, when emigrating, or on retirement.
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Understanding labor laws in Kiribati can be challenging for those unfamiliar with the region. Communication is often indirect and subtle, with directness considered confrontational. A high-quality EOR will have the expertise to stay abreast of all laws and amendments and the experience to negotiate disputes respectfully and productively.
As part of a focus on legal compliance across all areas of employment, an EOR should ensure it is fully up to date with all requirements and processes for salaries, taxes, bonuses, and other related matters.
Holiday Schedule in Kiribati [2025]
