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Compensation & Benefits in KnSaint Kitts and Nevis.






Country Capital



East Caribbean dollar (EC$) (XCD)

Managing compensation requirements and ensuring that your employees receive competitive benefits for local market standards is essential. When you’re establishing a business internationally, you need options to optimize your processes and ensure you can seamlessly manage your responsibilities and compliance requirements as an employer.

At G-P, we offer Saint Kitts and Nevis compensation outsourcing services so you can focus on other aspects of your business. Discover how we can make benefits management and distribution simpler for you and your team.

Saint Kitts and Nevis Compensation Laws

You are required to provide the minimum wage for your employees, which is EC 9.00 per hour. Depending on the positions you are seeking to fill, market standards for specific industries and roles may vary considerably, so it’s critical to meet current salary standards.

Each payment must be on time at daily, weekly, fortnightly, or monthly intervals. You are required to set specified payment days at the office during working hours, and you must consistently provide payments at that time.

Guaranteed Benefits in Saint Kitts and Nevis

Employees are to receive 14 days of vacation leave each year they work for your company. You must also provide a weekly rest day and paid leave for public holidays.

Your employees are entitled to up to 26 weeks of sick leave with illness certification from a licensed physician. Female employees may receive up to 13 weeks of maternity leave, which they may allocate before and after giving birth as works best.

As the employer, you are responsible for preventing unjustified termination of employment, permitting employee engagement with recognized trade unions, providing equal opportunity and nondiscrimination for all employees, and ensuring occupational safety in the work environment.

Saint Kitts and Nevis Benefits Management

Along with guaranteed benefits, you may consider offering additional services to provide for your employees. After you evaluate your employees’ needs and the local market standards, you can consider providing benefits such as:

  • Additional professional training
  • A company car
  • Meal vouchers
  • A mobile phone for work
  • Performance awards

As you develop a benefits package for your employees, you need to create a competitive plan that works with market standards and also fits your budget restrictions. Balancing these different factors is critical to creating a sustainable package that will attract local professionals and match your resource allocations.

When you work with G-P, we can help you create an attractive benefits package that fits local standards and expectations. Our team brings expertise in local regulations and market standards to create a package that addresses your requirements and appeals to potential job candidates. With our benefits outsourcing, you’ll have competitive offerings for your employees while saving time and effort.

As your business grows, we can also help you scale your benefits with it. Offering benefits that go beyond the requirements and market standards can help give your company a competitive edge when it comes to recruiting and hiring the most qualified employees.

Restrictions for Benefits and Compensation

Employers are prohibited from showing discrimination in compensation or employment termination based on employees’ color, race, political affiliation, sex, marital status, birth out of wedlock, familial responsibilities, or place of origin.

Because Saint Kitts and Nevis compensation laws set a minimum standard for employment conditions, additional restrictions are limited. Any limits on benefits or compensation will be outlined in the country’s labor code.

Choose G-P Today

Are you interested in learning more about how we can work with your business and help you expand in Saint Kitts and Nevis? We’re here to simplify the process of benefits management so you can do business confidently in a new country. For more information, reach out to our team today.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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