Employer of Record in Trinidad & Tobago

Businesses can only operate smoothly in Trinidad & Tobago if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Trinidad & Tobago below, to avoid any compliance issues.

Employment Contract Requirements

In Trinidad & Tobago, employment can be verbal or written, with terms and conditions specified in individual contracts between employers and employees or in collective bargaining agreements negotiated with trade unions.

Onboarding Process

We can help you get a new employee started in Trinidad & Tobago quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.

For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Working Hours in Trinidad & Tobago

The standard working week in Trinidad & Tobago comprises 40 hours, equating to 8 hours per day.

Overtime in Trinidad & Tobago

In Trinidad & Tobago, overtime is paid according to the employment contract or collective agreements. When working beyond standard hours or on holidays, there are maximum limits. The first 4 overtime hours are compensated at 150%, while any hours beyond that are paid at 200%.

Probation Period in Trinidad & Tobago

In Trinidad & Tobago, the probationary period varies based on the role and is specified in the employment agreement. Typically lasting between 3-6 months, these probation periods are outlined in the employment contract.

Hiring in Trinidad & Tobago means navigating local labor laws, mandatory employee benefits, payroll taxes, and strict employment regulations. These requirements aren’t always intuitive, especially if your team lacks in-country legal or HR expertise. An Employer of Record steps in as the legal employer for your hires, managing all compliance-related responsibilities. This includes issuing locally compliant contracts, registering employees with relevant authorities, processing payroll, and handling social security contributions and taxes in line with national laws.

By handing over these complexities to an EOR, your business avoids costly compliance errors and the time required to master local employment standards. You can focus on growing your team and operations while trusting that the legal and administrative foundation is solid. Whether you're making one strategic hire or building out an entire team, the EOR keeps you compliant, removes guesswork, and reduces the risk of legal or financial penalties, without requiring you to open a legal entity or maintain a local HR team.

Fiscal Year in Trinidad & Tobago

1 October - 30 September is the 12-month accounting period that businesses in Trinidad & Tobago use for financial and tax reporting purposes.

Payroll Cycle in Trinidad & Tobago

The payroll cycle in Trinidad & Tobago is usually monthly, with employees being paid as stipulated in the employment agreement.

Minimum Wage in Trinidad & Tobago

As of January 1, 2025, Trinidad and Tobago's minimum wage is set at TTD 17.50 per hour. This rate applies to all workers and is reviewed periodically.

Bonus Payments in Trinidad & Tobago

In Trinidad & Tobago, the payment of a 13th-month salary is not obligatory, and bonuses are awarded at the discretion of the employer, typically based on performance.

Employer Tax Contributions

Employer payroll contributions are generally estimated at an additional 23.8 TDD - 276.2 TDD on top of the employee salary in Trinidad & Tobago.

Employee Payroll Tax Contributions

In Trinidad & Tobago , the typical estimation for employee payroll contributions cost is around 8.25% + 11.90 TTD - 138.10 TTD.

Individual Income Tax Contributions

Residents, ordinarily residents, or domiciled individuals in Trinidad & Tobago are subject to taxation on their worldwide income, regardless of whether these earnings are remitted to Trinidad & Tobago.

Pension in Trinidad & Tobago

The Senior Citizens Pension (SCP) is a monthly pension benefit provided to individuals aged 65 and above, determined by their income and residency status. To qualify, applicants must have a monthly income not exceeding 4,500 TTD and must have been residents of Trinidad & Tobago for at least 20 years before the application date.

Running payroll in Trinidad & Tobago is complex, especially when you're hiring without a local entity. Local laws determine everything from tax withholdings and reporting deadlines to benefit contributions and currency requirements. Missteps can lead to fines, payment delays, or unhappy employees. An Employer of Record takes this burden off your plate by handling the full payroll process. Acting as the legal employer, the EOR ensures you remain compliant with all payroll-related obligations, while still allowing you to manage your team’s day-to-day work and performance.

Key Ways an EOR Supports Payroll in this country:

• Compliance Assurance: Ensures payroll aligns with local tax laws, labor regulations, and statutory deadlines.
• Payroll Processing & Tax Management: Calculates salaries, applies correct tax withholdings, and submits required reports.
• Benefits & Social Security Contributions: Manages employer obligations for pensions, health insurance, and other legal entitlements.
• Contract Generation & HR Administration: Drafts compliant employment contracts and supports onboarding, terminations, and HR tasks.
• Currency Payments: Issues timely salary payments in local currency, ensuring employees are paid accurately and on time.

In Trinidad & Tobago, work permits and visas are vital for employers hiring foreign workers. The process involves securing the appropriate work permit based on the employment needs, such as the Temporary Work Permit, Permanent Work Permit, Specialist Work Permit, and Contractor Work Permit. Employers must navigate requirements like securing a valid job offer, submitting police clearance and medical certificates, and meeting qualification standards.

Mandatory Leave Entitlement in Trinidad & Tobago

The annual leave entitlement in Trinidad & Tobago is 10 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Trinidad & Tobago

Trinidad & Tobago observes 14 public holidays annually, in addition to the standard annual leave:

Paid Time Off in Trinidad & Tobago

In Trinidad & Tobago, the allocation of annual leave is determined by the industry and sector in which the employee works, as outlined in their employment contract or collective agreement. Typically, private sector employees who have completed 220 days with one employer are entitled to 2 weeks of paid annual leave.

Maternity Leave In Trinidad & Tobago

In Trinidad & Tobago, pregnant employees with one continuous year of service are eligible for 14 weeks of paid maternity leave. In cases of pregnancy-related illnesses, this leave can be extended for an additional 4-12 weeks.

Paternity Leave In Trinidad & Tobago

Trinidad and Tobago does not have a statutory provision for paternity leave.

Sick Leave In Trinidad & Tobago

In Trinidad & Tobago, the sick leave entitlement for employees varies based on their industry, sector, and the terms specified in their employment contract or collective bargaining agreements. Generally, employees are entitled to 2 weeks of paid sick leave.

Parental Leave In Trinidad & Tobago

Trinidad and Tobago does not have a statutory provision for shared parental leave.

Administering employee benefits in Trinidad & Tobago requires more than just offering a standard package. Local labor laws often mandate specific entitlements, from health insurance to paid leave, and the rules can change without warning. Trinidad & Tobago also has unique standards for what an attractive, competitive benefits package looks like. For businesses without in-country expertise, meeting these obligations and expectations can quickly become risky and expensive. An Employer of Record acts as your compliance partner, ensuring all benefits are provided according to the latest legal requirements and without administrative strain on your internal team.

Beyond compliance, an EOR brings clarity and consistency to a process that’s often complex and fragmented. They handle enrollments, ensure accurate employer contributions, manage communications with local providers, and keep everything properly documented. This means employees get what they’re entitled to, and you avoid the headache of navigating benefits systems in a foreign market. Whether you're hiring one person or building a larger team, an EOR provides a clear, dependable structure that lets you offer competitive benefits without taking on unnecessary risk or workload.

Termination Process in Trinidad & Tobago

In Trinidad & Tobago, the termination process varies based on the terms outlined in the employment agreement and collective agreement. It is also contingent on the type of contract and the reasons behind the termination.

Notice Period in Trinidad & Tobago

The notice period for all employees in Trinidad & Tobago must be given at least 45 days before termination, in writing.

Severance in Trinidad & Tobago

Retirement and redundancy does not require an employee for severance pay in Trinidad & Tobago. Severance payments are contingent on the length of employment:

• 1-5 years of service: 2 weeks pay for each year of service
• More than 5 years of service: 3 weeks pay for each year of service