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Capital City
Port of Spain
Currency
Trinidad & Tobago Dollar
(
TT$
)
Timezone
GMT -4
Payroll Frequency
monthly
Tax Year
1 October - 30 September
Employer Tax
23.8 TDD - 276.2 TDD
Languages
English
Capital City
Port of Spain
Currency
Trinidad & Tobago Dollar
(
TT$
)
Timezone
GMT -4
Payroll Frequency
monthly
Tax Year
1 October - 30 September
Employer Tax
23.8 TDD - 276.2 TDD
Languages
English
Trinidad and Tobago's location in the Caribbean provides strategic access to regional markets and serves as a gateway to Latin America.
English is the official language, facilitating seamless communication for businesses operating in an English-speaking global market.
Trinidad and Tobago has a well-developed financial sector, providing support for businesses in banking, finance, and related industries.
The country is known for its significant energy resources, particularly in oil and natural gas, making it attractive for businesses in the energy sector.
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.
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.
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.
The standard working week in Trinidad & Tobago comprises 40 hours, equating to 8 hours per day.
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%.
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.
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1 October - 30 September is the 12-month accounting period that businesses in Trinidad & Tobago use for financial and tax reporting purposes.
The payroll cycle in Trinidad & Tobago is usually monthly, with employees being paid as stipulated in the employment agreement.
The minimum wage for employees in Trinidad & Tobago is typically 17.50 TTD per hour, amounting to ~2,800 TTD per month for a typical 40 hour work week.
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 payroll contributions are generally estimated at an additional 23.8 TDD - 276.2 TDD on top of the employee salary in Trinidad & Tobago.
In Trinidad & Tobago , the typical estimation for employee payroll contributions cost is around 8.25% + 11.90 TTD - 138.10 TTD.
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.
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.
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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.
Trinidad & Tobago observes 14 public holidays annually, in addition to the standard annual leave:
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.
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.
Trinidad and Tobago does not have a statutory provision for paternity leave.
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.
Trinidad and Tobago does not have a statutory provision for shared parental leave.
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.
The notice period for all employees in Trinidad & Tobago must be given at least 45 days before termination, in writing.
Retirement and redundancy does not require an employee for severance pay in Trinidad & Tobago. Severance payments are contingent on the length of employment:
Disclaimer
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). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll 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.
ABOUT THE AUTHOR
Jesse Weisz
Jesse is an experienced R&D Analyst at Playroll, a leading Employer of Record (EOR) provider. With a strong background in data analysis and market research, Jesse specializes in identifying emerging trends and driving innovation in global HR solutions. She is an all-rounder, critical thinker and success-seeker (often inextricably linked to being a late-night tea drinker).
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