If you’re pursuing global expansion in Antigua and Barbuda, Globalization Partners offers the capabilities and resources you need for success. As your Employer of Record, we can handle diverse requirements for your business and ensure you can seamlessly hire and manage employees. We offer local expertise to help you navigate regulatory compliance and streamline your business processes.
With entities in more than 180 countries, we deliver the solutions and expertise you need to grow your enterprise globally. We take on the liability for you so you can pursue your goals without legal risks, and we provide the resources for you to expand your business to international locations with confidence. Choose Globalization Partners as your trusted Antigua and Barbuda Employer of Record and let us help your company grow without borders.
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Hiring, Negotiating, and Doing Business
Antigua and Barbuda are two islands that form an independent state in the eastern Caribbean Sea. The state is a constitutional monarchy nominally headed by the British monarch and represented by the governor-general.
Over the past two decades, the country has invested in diversifying its traditionally agriculture-based economy to develop other markets further. With a vibrant tourism sector and growing economy, these islands blend Caribbean beauty and dynamic markets. When you’re hiring and negotiating in Antigua, you’ll find diverse business opportunities to explore.
As an employer, you are responsible for providing employees with a written contract at a minimum of 10 days before beginning their employment. The terms should, at a minimum, outline these details:
- The employee’s general duties and responsibilities
- The employee’s regular work hours and rest periods
- The starting wage and computational method
- The employment terms, if fixed
- The probationary period, if applicable
- The employee’s leave and vacation provisions
- Any other obligations the employee must meet
If a probationary period is included in the contract, the employer may terminate employment for any reason during probation.
The standard period employees should work in a day is eight hours, and a standard workweek should be 48 hours. Except in extenuating circumstances, employees should not work more than 12 hours in a day or 72 hours in a week. Employees should also receive a rest period of at least 24 hours every seven days. If employees work over standard hours or on rest days, they are entitled to additional compensation of at least 150 percent of their regular wage.
An exception to these requirements may be permissible if the Minister, in consultation with the employer and employees representatives, determines additional overtime is necessary due to extenuating circumstances. Applicable situations for extended overtime include national emergencies, operations needed for public safety, intermittent or temporary work, or work to make up for lost time due to accidents or other unforeseen circumstances.
All employees who have completed their probationary period are entitled to paid vacation leave equivalent to one day for each month they’ve worked. Earned vacation time dates must be set by prior agreement between the employer and the employee. As the employer, you can also advance leave that an employee has not yet earned.
An employee who is ill or otherwise incapacitated is entitled to partial or full-day leave. Upon your request or by the third consecutive day of absence, employees must provide you with a physician’s certificate or other satisfactory attestation as proof of justified absence.
Within a 12-month period, employees are permitted up to 12 days of sick leave with basic wage pay. If you determine an employee has taken too much leave and is unfit to continue employment, you will need to ensure proper notice and termination procedures. Depending on the circumstances, the employee has a right to severance pay and fair termination.
Female employees are entitled to maternity leave if they have been working for your company for 12 consecutive months. They must present a medical certificate, including their due date or expected time of absence, to receive the leave. You are responsible for providing paid leave for a minimum of six weeks and a maximum of 13 weeks.
If an employee experiences medical complications after maternity leave, she may use sick leave.
Termination and Severance
Without advanced notice, you may terminate the employment of an individual who has engaged in misconduct at work. If an employee has worked at your company for less than a week, you may terminate without advanced notice unless your contract states otherwise. If the employee does not meet these criteria but is still within the probationary period, you must provide at least 24 hours of notice.
Outside of these circumstances, you are responsible for providing notice of termination. It would be best if you gave advanced notice at least equal to the duration between paydays. Giving notice more than 30 days in advance is never necessary unless required in your contract. You must offer a written statement of the reason for termination if the employee requests it within seven days of receiving your notice.
If you need to terminate employment because of redundancy, you’re obligated to provide severance pay. An employee is entitled to one day’s wages for each month of engagement with your company.
Antigua and Barbuda follow a Pay As You Earn system for taxes. Most employers are responsible for withholding a percentage of employees’ pay as income tax, and the rate increases up to 25 percent depending on the amount of income. Some tax exemption conditions may be applicable in certain situations, so research the requirements for your specific company’s circumstances.
Health Insurance, Bonuses, and Other Benefits
The Antigua and Barbuda labor laws stipulate that employers contribute 3.5 percent of each employee’s wage to the Medical Benefits Scheme for health care services. Field Officers of the Medical Benefits Scheme hold the right to visit any businesses at any time to ensure compliance or investigate records.
You are also obligated to contribute 7 percent of the monthly payroll to the Social Security program.
There are no requirements for providing bonuses, but you can include bonus offerings in your benefits package to attract more candidates.
No employee is obligated to work on a public holiday — all are entitled to paid leave for the day. The Minister, however, may exempt specific industries from this provision if necessary. If any employees do work on a holiday, they are entitled to 150 percent pay.
The public holidays observed in Antigua and Barbuda include:
- New Years Day
- Independence Day
- Boxing Day
- Easter Monday
- Labour Day
- Whit Monday
- Carnival Holiday
- National Heroes Day
- Good Friday
Expand Your Business to Antigua and Barbuda With Globalization Partners
When you’re ready to expand your business to Antigua and Barbuda, let us optimize your company’s growth with trusted global EOR services. Contact our expert team to learn more.