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$249/month
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2% of gross salary / month
Hiring in Nauru can provide some unique opportunities for businesses that are looking to expand their operations across the globe. This small island nation in the Pacific, with a population of around 12,000 people, has a very tight-knit community and a steadily developing economy. Nauru is known for its phosphate mining industry, which has been the backbone of its economy for many years. Recently, the government has been making efforts to diversify the economy, focusing on sectors like fishing, tourism, and financial services.
Nauru’s strategic location and close ties with Australia and other Pacific nations make it an attractive place for businesses that are interested in entering the market. The local workforce is hardworking and eager to take on new challenges, making it a great place to find dedicated employees.
Understanding the local labor market and legal requirements can sometimes be a challenge, but partnering with a Nauru Employer of Record (EOR) can help you simplify the process. An EOR takes care of all the legal and administrative tasks, ensuring that you comply with local regulations while you focus on growing your business. With an EOR, you can tap into Nauru’s growing potential without the hassle of setting up a local entity, making your expansion into this new market as smooth and efficient as possible.
Hire in Nauru, and pay employees through our platform or app.
Our Nauru EOR solution is the most affordable on the market.
Fast Nauru onboarding, hire in as little as 24 hours.
We draft compliant Nauru labor contracts.
We manage all Nauru mandatory benefits.
It doesn’t stop with Nauru — we hire employees globally.
A Nauru Employer of Record is a third-party company that takes on the legal and administrative responsibilities of employing workers in Nauru on behalf of your business. This means they handle tasks like payroll, taxes, benefits, and ensuring compliance with local labor laws. The EOR becomes the official employer for your employees in Nauru, even though they work directly for you and your company. This arrangement allows you to focus on your core business activities while the EOR manages the ins and outs of local employment regulations.
The terms “Employer of Record” and “Professional Employer Organization” (PEO) are often used interchangeably and mean the same thing. Both refer to companies that manage HR tasks and legal responsibilities for other businesses. By using an EOR or PEO, you can streamline your hiring process and ensure compliance with all local laws, making it easier to manage your workforce in Nauru.
Using a Nauru Employer of Record can go a long way toward simplifying your business operations and expansion. One major benefit is that an EOR takes care of all the administrative and legal responsibilities associated with hiring employees. This includes managing payroll, handling taxes, and ensuring compliance with local labor laws.
An EOR in Nauru also makes it much easier and faster to hire local talent. You can quickly onboard new employees without having to establish a local entity, which can be time-consuming and costly. The EOR handles all the necessary paperwork and formalities, making the hiring process smooth and efficient. An EOR also helps in managing employee benefits, such as health insurance and retirement plans, ensuring that your team receives the benefits they deserve and that these benefits comply with local standards.
Another great advantage of using an EOR is the reduction of risk. The EOR stays updated on all of the latest changes in labor laws and regulations, ensuring your business remains compliant and reducing the risk of any fines or legal issues. They also manage employment contracts and handle any employment disputes, protecting your business from potential liabilities.
Partnering with a Nauru EOR allows you to enter the local market without issue, save time and resources, and ensure that your business complies with all legal requirements. This means you can concentrate on growing your business while the EOR takes care of the administrative details, making your expansion into Nauru much more stress-free.
Horizons stands out as a Nauru EOR through:
One of the principal reasons for engaging an EOR in Nauru is to ensure full compliance with Nauru’s employment laws. Here we explain in detail how a Nauru EOR ensures:
In Nauru, employment contracts are generally categorized into permanent and fixed-term contracts. Permanent contracts offer ongoing employment with no specified end date, providing long-term job security and benefits such as health insurance and retirement plans. Fixed-term contracts are for a specific period or project, with a clear start and end date. These contracts are often used for temporary or seasonal work and may not include the same benefits as permanent contracts. Both types of contracts must comply with the Employment and Services Act 2016, which outlines the rights and obligations of employers and employees in Nauru.
No probationary period.
At completion of the project.
Not applicable
Typically 3 to 6 months
30 days
1 to 3 years of service is 1 week's pay per year of service
More than 3 years is 2 weeks' pay per year of service
Typically 3 to 6 months
30 days
1 to 3 years of service is 1 week's pay per year of service
More than 3 years is 2 weeks' pay per year of service
Standard working hours in Nauru are typically 40 hours per week, spread over five days. Most businesses operate from Monday to Friday, with each workday lasting eight hours. Employees are entitled to breaks during their workday, including a lunch break. According to the Employment and Services Act 2016, any work beyond the standard 40 hours is considered overtime and must be compensated at a higher rate, usually 1.5 times the regular hourly wage. Employers must ensure that their employees do not exceed the maximum working hours to promote a healthy work-life balance.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
Nauru observes several public holidays throughout the year, during which employees are generally entitled to a day off with pay. In 2025, the public holidays include New Year’s Day (January 1), Independence Day (January 31), Good Friday (April 18), Easter Monday (April 21), Constitution Day (May 17), and Christmas Day (December 25). If employees are required to work on a public holiday, they must be compensated at a higher rate, often double their regular pay.
| Date | Holiday name |
|---|---|
| 1 Jan 2025 | New Year’s Day |
| 31 Jan 2025 | Independence Day |
| 8 Mar 2025 | International Women’s Day |
| 18 Apr 2025 | Good Friday |
| 21 Apr 2025 | Easter Monday |
| 22 Apr 2025 | Easter Tuesday |
| 17 May 2025 | Constitution Day |
| 1 Jul 2025 | RONPhos Handover |
| 19 Aug 2025 | Day of the Tribes |
| 25 Sep 2025 | Sir Hammer DeRoburt Day |
| 26 Oct 2025 | Angam Day |
| 25 Dec 2025 | Christmas Day |
| 26 Dec 2025 | Boxing Day |
Employees in Nauru are entitled to paid time off, which includes vacation leave and public holidays. Full-time employees typically earn a minimum of 14 days of paid vacation per year. The Employment and Services Act 2016 stipulates that employees must accrue their vacation leave based on their length of service. PTO policies should be clearly outlined in the employment contract, detailing how leave is accrued and the process for requesting time off. Offering additional PTO can be a valuable benefit that helps attract and retain employees.
no leave entitlement
15 days of paid leave annually
15 days of paid leave annually
15 days of paid leave annually
Sick leave in Nauru allows employees to take time off when they are ill without losing pay. Full-time employees are generally entitled to a minimum of 10 days of paid sick leave per year, as specified in the Employment and Services Act 2016.
(percentage of regular wages owed to the employee)
no leave entitlement
10 days of paid leave annually
10 days of paid leave annually
10 days of paid leave annually
Unpaid (unless specified in the employment contract or under special circumstances)
Unpaid (unless specified in the employment contract or under special circumstances)
Unpaid (unless specified in the employment contract or under special circumstances)
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 entitled to 12 weeks of paid maternity leave. This is usually broken down into six weeks before the expected date of confinement and six weeks after childbirth.
Male employees may be entitled to 1 to 2 weeks of paid paternity leave, though this is subject to the employer’s policy and specific contractual agreements.
Annual leave provides employees in Nauru with time off to relax and recharge. Full-time employees are entitled to a minimum of 14 days of paid annual leave each year after completing one year of service, as stated in the Employment and Services Act 2016. Employers can choose to offer more, but 14 days is the legal minimum. Annual leave should be scheduled in advance and mutually agreed upon by both the employer and employee. Some companies may allow unused leave to be carried over to the following year, depending on their policies.
Termination of employment in Nauru must follow specific legal procedures to ensure fairness. Employers must provide notice or payment in lieu of notice, with the notice period depending on the employee’s length of service. For employees with less than one year of service, the notice period is typically one week. For those with longer service, the notice period increases. The Employment and Services Act 2016 requires that severance pay be provided for employees terminated without cause, generally amounting to one week’s pay for each year of service. Employers must also provide a written reason for termination and follow due process to protect the rights of employees.
Social security is vital to the employment system, providing employee benefits such as pensions, health insurance, and other social safety nets.
Employees contribute around 5% of their gross salary, while employers contribute approximately 10%. These contributions fund various social benefits, including pensions, disability, survivor benefits, health insurance, and parental benefits.
Foreign employees who are legally residing and working in Nauru on a long-term basis are usually subject to the same social security contribution requirements as Nauruan citizens.
Temporary or short-term foreign employees might be exempt from social security contributions. This is often specified in their employment contracts and the conditions of their work permits or visas.
Nauru does not levy a personal income tax on the salaries, wages, or other income of individuals, whether they are residents or non-residents.
Health insurance in Nauru includes government-provided basic healthcare services and limited private insurance options. The public healthcare system offers essential medical services at low or no cost, while private and employer-sponsored insurance plans provide more comprehensive coverage. Many residents and expatriates opt for international health insurance plans for broader coverage, including treatments abroad.
In Nauru, compensation laws are designed to ensure fair treatment for all employees. There is no set minimum wage for workers in Nauru. Employers must pay their employees regularly, usually on a bi-weekly or monthly basis. Overtime work is compensated at a higher rate, typically 1.5 times the standard hourly wage. Additionally, employers are required to provide payslips that clearly outline the details of the payment, including any deductions and overtime payments. These regulations help maintain a fair and transparent compensation system for all workers in Nauru.
The concept of a 13th month salary is not a standard practice in Nauru. Instead, bonuses and additional compensation are typically performance-based or given at the employer’s discretion. Some employers may offer end-of-year bonuses or other incentives to reward employees for their hard work, but these are not mandated by law.
Social security contributions in Nauru are a crucial part of employment in this country. Both employers and employees are required to contribute to the social security system, which funds different benefits such as pensions, unemployment insurance, and healthcare. Employers deduct a portion of the employee’s salary and contribute an additional amount, ensuring that employees are covered under the social security scheme. The Social Services Act of 2014 governs these contributions, ensuring that workers have financial support in cases of retirement, illness, or job loss.
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Using an EOR for hiring in Nauru offers several benefits. It simplifies the hiring process, allowing you to quickly bring on local talent without setting up a local entity. The EOR takes care of all administrative tasks, such as payroll, taxes, and benefits, so you can concentrate on running your business. Also, an EOR ensures compliance with local labor laws, reducing your risk of legal problems. This makes expanding your team in Nauru straightforward and stress-free.
An Employer of Record in Nauru ensures compliance with local labor laws by staying updated on all regulations and legal requirements. They handle everything related to employment, from drafting contracts to processing payroll and managing taxes. The EOR makes sure that all employment practices meet local standards, reducing the risk of fines and legal issues. This allows you to focus on your business while knowing that all legal aspects are being properly managed.
Holiday Schedule in Nauru [2025]
