Employ Candidates Compliantly in Guyana

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  1. Overview: Guyana
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Work permit for hiring expats via PEO
  5. Expand without a company set up
  6. Contractor vs. employee: which is better?
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Global HR Compliance in Guyana

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

When the company is planning to enter a new foreign market of Guyana and has a need to employ a local national there, the first question to answer is how it is going to make local hires.

We have designed a Global Employer of Record service to help you outsource global employment of your foreign workforce to companies like ours.

This solution helps you employ your global sales force in Guyana as well as in other 180+ countries of the world, and provide pay and benefits to your employees, as well as administer any business expenses with our help.

Our solution is different from other hiring modes in that it helps you engage your foreign workforce in full compliance with the local labor legislation. This means you are protected from any non-compliance and employee misclassification risks while we bear all employment risks, not you.

So, it looks very much like hiring your in-house sales force in your home country. However, you focus on only on your global business development while we admin your global HR. In addition, you don’t need to open your own entities in the foreign countries and can leverage our infrastructure in Guyana instead. With our service, you can become a global company with reduced costs and minimized time and effort on your end.

Your employed foreign sales force will devote 100% of their time to your company product and may stay with you longer than foreign independent sales reps.

Global Employer of Record solution is 100% compliant solution that guarantees you and your employees fully compliance with local legislation in Guyana .

We are experts in global workforce employment in Guyana, 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 Guyana.

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

Hiring and Firing Workforce in Guyana Guide

# Employment contracts

Most of the provisions encompassed under the Labour Laws relate to employment under a contract of service.

The other type of employment contract is the contract for services. The contract of service is where the employee is under the control and supervision of the employer as to the manner of executing the work. The contract for services is where a person is engaged to do a task within stipulated guidelines and is akin to an independent contractor. The contract of employment should include all basic terms and conditions of employment such as wages/salaries, hours of work, overtime and leave. If agreed upon, other benefits, for example, bonuses, sickness benefits, promotion, redundancy, superannuation, disciplinary procedures may be included. As far as practicable, upon employment, an employee must be advised of the likely duration of his/her contract of employment and whether he/she is to be paid for his/her services by the task or by the day and at what rate for the task or day as the case may be.

# Minimum (Statutory) Employment Rules and Regulations in Guyana

# Hours of work:
The normal hours of work is generally eight (8) per day except otherwise prescribed by statute. Notwithstanding the aforementioned, employers and employees or their representatives may, by agreement, implement less than eight (8) normal hours of work per day in the employment relationship.

# Probation period:
An employee is subject to a probationary period of three (3) months, but the parties can agree to a longer or shorter period. Either party can terminate the contract of employment at any time during the probationary period for any reason and without notice.

# Annual leave:
Every worker shall be allowed a period of leave with pay of not less than one day for each completed month of employment. Every worker who is employed on a half-day basis, shall have the half day counted as a day in the computation of periods of employment and leave with pay. Every worker who is employed on a daily or hourly basis, shall be allowed a period of leave with pay of not less that one (1) day for every period of twenty (20) days or one hundred and sixty (160) hours worked as the case may be.

No employer shall require a worker to take his leave with pay in periods of less than six (6) consecutive days, provided that any of the days which are Sundays or Public Holidays shall not be computed as leave. In respect of a period of leave with pay, the employer shall pay the worker for each day of such period his current daily wage. If the worker so requests, the wage payable in the course of the leave shall be paid to him before such leave commences.

When the employment of a worker is terminated, either by such worker or by the employer, the employer shall pay to such worker in lieu of such period of leave with pay as shall have accrued under this Act and in respect of which no payment has been made, a sum equal to the wages which would have been paid for a like period of leave with pay if taken at that date.

# Parental leave:
Maternity Benefit (Allowance and Grant) is payable in the case of Pregnancy and Confinement of a Woman who is an Insured Person, or whose Spouse is an Insured Person.

Maternity Allowance is payable if the Insured Woman:

  • Has paid not less than fifteen (15) Contributions since her entry into insurance; and
  • Has been engaged in and paid Contributions for Insurable Employment during at least seven (7) Contribution Weeks in the period of twenty-six (26) Contribution Weeks preceding the week in which Benefit is claimed.

Maternity Grant is payable to:

  • Any Insured Woman who has satisfied the conditions at items (a) and (b) above,
  • Any woman whether insured or not, who was confined and who has not satisfied the conditions at items (a) and (b) above, but whose Spouse is an Insured Person and has satisfied the Contribution Condition.

Maternity Allowance is normally paid for a period of thirteen (13) weeks. This Benefit can be extended for an additional thirteen (13) week period if the Insured Woman is still incapable of work as a result of complications arising directly out of the pregnancy and delivery. If the Woman so desires, the Benefit can be paid for a period starting from the week not earlier than six (6) weeks before the expected week of confinement, and continue until six (6) weeks after the week of confinement or from the week of confinement.

Two or more periods of incapacity for work that are not separated by more than eight (8) weeks, will be treated as one continuous period, starting from the first day of the first period. The Rate of Maternity Benefit payable in respect of any period after the first period of incapacity will be the same rate paid during the first period.

# Sick leave:
Collective Agreements allow for paid special leave for a number of reasons including trade union education, bereavement, sports, education and jury service. Sick leave is not an entitlement but employees are allowed both certified and uncertified sick leave. Payment for sick leave is made by the National Insurance Scheme after the third day of illness. Most Collective Agreements require the employer to make up any shortfall.

# Overtime:
Overtime constitutes all the time worked by the employee in excess of the normal hours on any day or in any week and for factory locations for work on Sundays and public holidays.

# State minimum salary:
Guyana’s minimum wage is G$35,000 per month, G$1,616 per day and G$202 per hour. Guyana’s minimum wage was last changed in July 2013.

# Employee dismissal:
A contract of employment for an unspecified period of time may at any time be terminated:

by mutual consent of the parties;

  • on any ground of redundancy under section 12;
  • by either party —for good or sufficient cause, by notice given to or served upon the other party.

Where a contract of employment for an unspecified period of time is being terminated for any reason of redundancy or by notice, such contract of employment, shall except during the probationary period, be terminated by the employer upon giving the following minimum period of notice in writing. On termination of his employment, an employee who has completed one or more years of continuous employment with an employer shall be entitled to be paid by such employer a severance or redundancy allowance equivalent to:

  • one week’s, wages for such completed year of service for the first five years including the entitlement year;
  • two weeks wages for each completed year of services after the fifth year and up to the tenth year;
  • three weeks wages for each completed year of service in excess of ten years up to a maximum of fifty-two weeks.
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