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Employ Candidates Compliantly in Seychelles

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  1. Overview: Seychelles
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Expand without a company set up
  5. Contractor vs. employee: which is better?
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Global HR Compliance in Seychelles

If you hire international workforce, or plan to hire, then Hiring and Firing Workforce in Seychelles Guide below will help you understand the nuances of labor legislation in the country.

Companies hire international workforce for various reasons but in most cases they are:

  • entering the foreign markets to sell company products. To do so, the company hires sales representatives who would represent their product and sell it to their local client base.
  • hiring a global talent with unique skills that is unavailable in the local market or costs the company less than the talent with similar skills hired in the home country.

Before entering a certain foreign market or engaging a global talent, it is crucial for the company to understand how it can make local hires and reward its workers on a monthly basis. Growing companies often face a challenge of paying benefits and bonuses to the commission-based independent sales representatives they are working with.

If you intend to hire and pay your foreign workforce in full compliance with labor laws and regulations of Seychelles, then the Global Employer of Record service from Acumen International may be the best way for you to go. We are an International PEO company and we specialize in global employment, meaning we can employ your employees in Seychelles and act as their legal employer on your behalf. We will payroll your foreign workforce monthly and provide benefits to them through our global network so you don’t have to set up your own legal entities there.

We are experts in global workforce employment in , and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.

Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.

With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Seychelles.

See Hiring and Firing Workforce in Seychelles Guide below for a general overview of labor rules and regulations in the country. Or contact us if you need to employ workers in Seychelles or would like to get more details.

Hiring and Firing Workforce in Seychelles Guide

# Employment contracts
A contract of employment may be a contract:

  • of continuous employment;
  • for a fixed term;
  • for the employment of a part-time worker; or
  • for the employment of a casual worker.

Where a contract for a fixed term is expressed to be for a period determined by reference to is duration in time, the contract, shall be for such period, not less than 3 months, as may be determined by the parties to the contract.

Provided, however, that where the interval between two consecutive fixed term contracts under which a worker is employed by the employer is not more than ninety days, the worker shall be deemed to have been in continuous employment during such interval and such worker shall be entitled to compensation of the entire period of such employment. Written contracts of employment shall be in English, French or Creole.

# Minimum (Statutory) Employment Rules and Regulations in Seychelles

# Hours of work:
The standard work week may not exceed 60 hours or 12 hours per day.

# Probation period:
An employer shall not employ a worker on probation:

  • except under a contract of continuous employment when the worker is first employed by the employer;
  • for longer than 6 months unless authorised by the competent officer.

# Annual leave:
Statutory annual leave entitlements can be calculated by one of the following methods:

  1. four of the employee’s normal working weeks in a leave year in which the employee works at least 1,365 hours, unless it is a leave year in which he or she changes employment; or
  2. one-third of a working week per calendar month in which the employee works at least 117 hours; or
  3. 8% of the total hours worked by an employee in a leave year, subject to a maximum cap of four of their normal working weeks (this is the method normally used for calculating part-time or casual employee entitlements).

Employees covered by two or more of the above calculations are entitled to rely on whichever reference period results in the greater amount of annual leave. The “working week” is defined as the number of days that the employee concerned usually works in a week.

# Parental leave:
Paternity leave is available for all new fathers who formally recognize. Fathers will be entitled to up to five days’ leave which will be paid for by their employer, whether in the private, public or non-profit sector.

# Sick leave:
The employee is entitled to sick leave in any period of 12 months as follows:

  • an aggregate maximum of 30 days’ paid sick leave;
  • when a worker is required by a medical practitioner to be confined to a hospital or similar institution the worker has not exhausted his 30 days’ paid sick leave;
  • the worker is confined at the hospital or similar institution or at home for a continuous period which extends beyond the unexhausted part the 30 days’ paid sick leave;
  • the worker shall be entitled to a further maximum 30 days’ paid sick leave during that continuous period;
  • an aggregate maximum of 60 days’ unpaid sick leave after the exhaustion of paid sick leave under this regulation.

# Overtime:
Overtime is allowed of up to 60 hours per month, or 15 extra hours per week.

# State minimum salary:
Seychelles’ minimum wage rate is SR26.70 per hour for all workers other than casual workers. The minimum wage is SR30.78 per hour for casual workers. Seychelles’ minimum wage was last changed in January 2014.

# Employee dismissal:
An employer may terminate a contract of employment with notice upon a determination by the competent officer. An employer may terminate a contract of employment with notice in the following cases:

  • where the worker is on probation, during the worker’s probationary period if the worker does not satisfactorily complete the period;
  • where the worker is a trainee, at the end of the training period if the worker fails to satisfactorily complete the training;
  • where the worker is a casual, part-time or domestic worker, at any time.

A worker may terminate the contract of employment:

  • in the case of any casual worker, with one day’s notice;
  • in the case of a worker on probation, with seven days’ notice;
  • in the case of any other worker, other than a non-Seychellois worker, with one month’s notice;
  • in the case of a non-Seychellois worker, not being a casual worker or a worker on probation, with the period of notice specified in the contract, or where a period of notice is not specified, with one month’s notice.

Acumen International can help you fast-track your possibilities of entering and expanding your business in Seychelles by providing you with our Employer of Record services. Our unique mix of PEO/EOR solutions will enable you to jumpstart your global operations almost immediately, cost-effectively and compliantly without any need to set up a legal entity first or afterwards.

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