Honduras is a beautiful country filled with plenty of skilled talent that’s ready to come and work for your company. However, in order to attract and retain those talented candidates, there are 2 very important factors you should consider — compensation and benefits.
Companies need to either meet or exceed the minimum requirements and create a Honduras benefits management plan that provides both guaranteed and additional benefits to all employees.
Honduras compensation laws
The country’s minimum wage depends on the industry and the number of employees you have. For example, as of 2021, for an agricultural employee working for a company with 1 to 10 employees, the minimum monthly wage is HNL 7,408.00, while an employee working in manufacturing for a company of the same size, that rate elevates to HNL 9,934.10. A Collective Bargaining Agreement (CBA) or trade union may have separate regulations and minimums, so you should always check to see if employees are covered under any of these agreements.
その他のホンジュラスの補償法は給付に関連しています。 Companies must give employees a 13th- and 14th-month bonus.
Guaranteed benefits in Honduras
Companies in Honduras must give employees the guaranteed benefits outlined in the country’s employment laws. The amount of vacation days depends on how long the employee has worked for a company. After the first year of employment, employees are entitled to 10 days of paid vacation and up to 20 days after 4 years.
Pregnant employees typically receive 6 weeks of maternity leave before giving birth and 6 weeks after. During this time, they should receive 66% of their wages, averaged over the previous 3 months.
Honduras benefits management
A big part of dispersing a Honduras benefits management plan is determining supplemental benefits. For example, while you must offer the statutory minimum for vacation time, many employees will negotiate additional time at the start of an employment agreement based on what they received from their previous employer. 一般的に、従業員の総給与に加えて、福利厚生について約40%の予算を立てる必要があります。
給付および補償の制限
Traditionally, companies expanding to a new country have to set up a subsidiary before hiring employees and giving out compensation and benefits.
G-P offers an alternative. Instead of spending weeks or months trying to incorporate, we can help you start working in a few days thanks to our Employer of Record (EOR) model.
G-P と提携して、あらゆる場所で労働力を構築しましょう。
グローバル展開のパートナーとして、G-Pは給与とコンプライアンスを処理し、チームの成長とビジネスの拡大に集中できます。 市場をリードする当社のGlobal Growth Platform™は、完全にカスタマイズ可能な最初のグローバル雇用製品スイートを基盤としており、給与管理を合理化し、競争力のあるコンプライアンスの現地福利厚生の提供を支援するために、業界最大の国内HRおよび法務専門家チームによって支援されています。
Learn more about our platform and request a proposal today.