返回
From
$249/month
$49/month
2% of gross salary / month
Hiring in St Lucia can be a great decision for businesses that are interested in expanding their workforce. This Caribbean island offers a skilled labor pool and a business-friendly environment. St Lucia has a population of around 180,000 people, with a literacy rate of over 90%, meaning it has a very well-educated workforce.
The country’s economy is led by tourism, agriculture, and manufacturing, providing many different opportunities for various industries. Also, St Lucia’s government has implemented policies to attract foreign investment, making it easier for businesses to enter the market and grow their operations.
Understanding the local labor market and legal requirements is very important when hiring in St Lucia. By partnering with a St Lucia Employer of Record (EOR), you will be able to streamline your hiring process, stay compliant with local laws, and focus on your primary business activities.
Hire in St Lucia, and pay employees through our platform or app.
Our St Lucia EOR solution is the most affordable on the market.
Fast St Lucia onboarding, hire in as little as 24 hours.
We draft compliant St Lucia labor contracts.
We manage all St Lucia mandatory benefits.
It doesn’t stop with St Lucia — we hire employees globally.
A St Lucia Employer of Record is a third-party organization that takes on all of the legal responsibilities of employing workers in St Lucia on behalf of your business. This means they handle everything from payroll to compliance with the local labor laws.
In simple terms, an EOR becomes the official employer for your workers in St Lucia, even though they work for you. The EOR ensures that all employment regulations are strictly followed, so that you don’t have to worry about the hassles of the legalities.
The terms “employer of record” and “professional employer organization” (PEO) are often used interchangeably. Both refer to companies that manage employee-related tasks for other businesses, so you can focus on running your business.
Using a St Lucia Employer of Record can provide many different benefits such as:
Horizons stands out as a St Lucia EOR through:
A St Lucia Employer of Record simplifies the employment process for your business. Here’s how it works:
One of the principal reasons for engaging an EOR in St Lucia is to ensure full compliance with St Lucia’s employment laws. Here we explain in detail how a St Lucia EOR ensures:
In St Lucia, employment contracts are either permanent or fixed-term. Permanent contracts are for ongoing work with no end date. These provide job security and benefits like health insurance and retirement plans. Fixed-term contracts are for a specific period and are often used for temporary projects or seasonal work. These contracts clearly state the start and end dates, and may not include the same benefits as permanent contracts. Both types of employment contracts must completely comply with local labor laws and must outline job duties, salary, and working conditions to protect both the employer and the employee.
No probationary period.
At completion of the project.
Not applicable
Not applicable
2 weeks
Not applicable
Typically up to 3 months
30 days
1 week's salary per year of service
Standard working hours in St Lucia are usually 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 a one-hour lunch break, and employers must ensure that no one works more than the legal maximum of 48 hours per week, including overtime. Overtime work is allowed but should be compensated at a higher rate, usually 1.5 times the regular hourly wage. Employers must also make sure that employees have at least one full day of rest per week.
150% of the standard hourly rate
200% of the standard hourly rate
200% of the standard hourly rate
| Date | Holiday name |
|---|---|
| 1 Jan, 2024 | New Year’s Day |
| 22 Feb, 2024 | Independence Day |
| 29 Mar, 2024 | Good Friday |
| 1 Apr, 2024 | Easter Monday |
| 1 May, 2024 | May Day |
| 20 May, 2024 | Whit Monday |
| 30 May, 2024 | Corpus Christi |
| 1 Aug, 2024 | Emancipation Day |
| 7 Oct, 2024 | Thanksgiving Day |
| 13 Dec, 2024 | National Day |
| 25 Dec, 2024 | Christmas Day |
| 26 Dec, 2024 | Boxing Day |
Employees in St Lucia are entitled to paid time off as part of their employment benefits. This includes vacation leave, which is typically 14 days per year for full-time employees after one year of service. PTO also covers public holidays, which are fully paid days off. Employers can offer additional PTO as part of their benefits package. It’s important for employers to clearly outline PTO policies in their employment contract, including how leave is accrued and how much notice is required for taking time off.
no leave entitlement
14 days of paid leave annually
14 days of paid leave annually
14 days of paid leave annually
Sick leave in St Lucia ensures that employees can take time off when they are ill without losing pay. Full-time employees are generally entitled to up to 14 days of paid sick leave per year. To qualify for paid sick leave, employees usually need to provide a medical certificate after a certain number of days off, which is typically two days. Sick leave policies should be clearly stated in the employment contract, including the process for notifying the employer and any documentation that is required.
(percentage of regular wages owed to the employee)
no leave entitlement
14 days of paid leave annually
14 days of paid leave annually
14 days of paid leave annually
Unpaid but may be eligible for sickness benefits through the NIC.
Unpaid but may be eligible for sickness benefits through the NIC.
Unpaid but may be eligible for sickness benefits through the NIC.
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 13 weeks of maternity leave, with the possibility of extending the leave by an additional 6 weeks in case of complications arising from childbirth.
Paternity leave in Saint Lucia is not as universally established as maternity leave. However, under some employment contracts or through collective bargaining agreements, male employees may be entitled to up to 2 weeks of paternity leave.
Annual leave in St Lucia is a benefit provided to employees to ensure they have time to rest 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. Employers can offer more generous leave policies, but 14 days is the legal minimum. Annual leave should be scheduled in advance and agreed upon by both the employer and employee. Unused leave may sometimes be carried over to the next year, depending on the company policy.
Employers must provide notice or payment in lieu of notice, with the length of notice depending on the employee’s tenure. For employees with less than one year of service, the notice period is usually one week. For longer tenures, the notice period increases. Severance pay is required for employees who are terminated without cause, usually amounting to one week’s pay for each year of service. Employers must also provide a written reason for termination and follow the due process.
In Saint Lucia, social security contributions are managed by the National Insurance Corporation (NIC). These contributions fund various benefits, including pensions, sickness benefits, and maternity benefits. The total contribution to the NIC (both employee and employer portions) amounts to 10% of the employee’s gross earnings.
Social security contributions are typically applicable to all workers employed in Saint Lucia, including expatriates. However, certain agreements or treaties might affect contributions or benefits for foreign workers.
The income tax system is progressive, meaning that tax rates increase with higher income levels. Rates ranges from 0% to 30% depending on the salary bracket.
While public healthcare services are available, they may not cover all medical needs, especially for specialized treatments. Private health insurance can help bridge this gap.
The NIC provides limited health-related benefits, such as sickness benefits and maternity benefits, but it does not operate as a comprehensive health insurance provider.
Private health insurance plans cover a broad range of medical services, including hospital stays, doctor visits, surgeries, prescription medications, and sometimes dental and vision care. Expatriates living in Saint Lucia often opt for international health insurance plans that provide coverage both in Saint Lucia and abroad.
In St Lucia, compensation laws ensure fair pay for employees. The minimum wage has been mandated at $1,126 per month. Wages must be paid regularly, typically bi-weekly or monthly. Overtime work should be compensated at 1.5 times the regular hourly rate. Also, it is important to note that all employees are entitled to equal pay for equal work, regardless of gender or other discrimination factors. These laws protect workers and help maintain a fair labor market.
The 13th month salary is a common practice in St Lucia, where employees receive an extra month’s pay at the end of the year. This bonus is usually paid in December and is equivalent to one month’s salary. It is an incentive and reward for employees, helping with holiday expenses. While it isn’t mandated by law, many employers offer the 13th month salary to remain competitive and attract the best talent.
In St Lucia, social security contributions are mandatory for both employers and employees. These contributions fund benefits like pensions, unemployment insurance, and health care. Employers contribute 5% of an employee’s salary to the National Insurance Corporation (NIC), while employees contribute 5% as well. This system ensures that employees have financial support in cases of retirement, illness, or job loss. Employers are responsible for deducting and submitting these contributions regularly to stay compliant with the law.
Hire borderless talent with Horizons
With Horizons, you get quick service, transparent pricing, and expert support.
An Employer of Record in St Lucia ensures compliance with local labor laws by staying up-to-date with all regulations and legal requirements. They handle all employment-related legalities, including contracts, payroll, taxes, and benefits. By managing these aspects, the EOR ensures that your business adheres to St Lucia’s labor laws, reducing the risk of fines or legal issues. Their expertise in local regulations helps you avoid common issues and ensures your operations run as smoothly as possible.
Using an EOR for hiring in St Lucia offers several benefits. It simplifies the hiring process by handling all legal and administrative tasks, such as payroll and taxes. This allows you to focus on your core business activities. An EOR also ensures compliance with local labor laws, reducing your risk of legal issues. It also allows you to hire local talent without the need to set up a local entity, providing flexibility and scalability for your business.
Holiday Schedule in St Lucia [2024]
