Testimonial
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
5/5
International expansions can be time and capital-intensive. Also, companies may need help navigating a foreign country’s legal and administrative framework. But, an Employer of Record in French Guiana can allow you a hitch-free entry into its regional markets.
An EOR like INS Global becomes an official employer and caters to your legal and administrative needs, such as payroll management, benefits administration, and assured compliance with tax and labor laws.
As a result, companies can diversify and grow their revenue without the burdens of legal or administrative tasks on their shoulders.
An EOR partner provides legal support and ensures compliance with employment laws, trade practices, tax obligations, and employment contracts.
EOR services handle your company’s legal and administrative tasks, saving you time and resources for other strategic initiatives.
Concentrate on business expansion and seizing growth opportunities by outsourcing your talent acquisition, benefits administration, and payroll management to an EOR in French Guiana.
Navigating the labor laws and regulations of a foreign country can be complex. But you can ensure compliance and avoid penalties by partnering with an EOR.
Leverage our understanding of the local market, industry-specific challenges, and best practices to optimize your expansion efforts in French Guiana and 100+ countries globally.
EOR services help you simplify foreign market entry by eliminating the need for establishing a legal entity or branch office in French Guiana.
In addition, EOR services guarantee compliance with Guianese labor laws and market regulations and policies. These measures help protect your brand’s reputation and save time and capital expenses from navigating complex legal and tax frameworks.
This streamlined approach promotes adaptability, so you seize new opportunities in French Guiana.
EOR services are a great choice when you are:
Manuel Ramos
TERAO ASIA
Managing Director
We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
You can establish an EOR services agreement in French Guiana by following these 4 steps:
In French Guiana, a Professional Employer Organization (PEO) and an Employer of Record (EOR) serve similar purposes but with subtle distinctions.
A PEO typically enters a co-employment arrangement with the client company, sharing certain employment responsibilities.
Conversely, an EOR takes full legal and administrative responsibility for employing workers on behalf of the client company, ensuring compliance with local regulations.
An EOR like INS Global is the legal employer, while a PEO shares certain employment-related responsibilities with you.
The labor law in French Guiana is primarily derived from France’s national labor legislation since it is an overseas region of France.
French Guiana requires a written employment contract for employees outlining the terms and conditions of employment. Such agreements should include these necessary details:
The employment law in French Guiana allows 2 types of employment contracts:
Indefinite-term employment contracts in French Guiana may include a maximum probation period as described below:
In French Guiana, the employer or the employee can terminate an employment contract for serious misconduct of the other.
During the notice period, an employee is entitled to 1 day of paid leave weekly. This will allow them to seek another job.
The length of notice depends on the employee’s seniority in the company:
Employees in French Guiana receive statutory severance pay as follows:
These above rates apply where there is no Collective Bargaining Agreement (CBA), or the CBA rate is lower than the statutory amount.
The legal length of the workweek in French Guiana is 35 hours for all company types. Furthermore, employees may work up to 4.5 hours before having a break.
Employers must pay overtime work as follows:
Workers in French Guiana are eligible for paid leave on the region’s 12 nationally recognized public holidays:
An employee who has worked 12 months is entitled to a minimum of 30 days (or five weeks) of annual leave in French Guiana.
Employees in French Guinana are entitled to a maximum of 6 months of sick leave.
First or second-time mothers in French Guiana are entitled to 16 weeks of paid maternity leave, consisting of:
Meanwhile, paternity leave is 25 days, or 32 days in the event of multiple births.
For social security contributions in French Guiana, the employer contributes around 45% of the employee’s gross salary, while the employee contributes between 20-23%.
The income tax rate in French Guiana is progressive, up to 45%, depending on an employee’s income bracket.
Resident companies in French Guiana are liable to tax on their worldwide income. Non-resident companies that conduct trade or business in Guiana are subject to tax on the income derived from the region.
The current rates of corporate tax are as follows:
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No, it is necessary to use a local entity abroad to comply with each country labor law.
Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.
The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.
When you use a POE as the Employer of Record, you may require 1 month to become operational in French Guiana. Depending on the complexity and scope of services to be provided. However, company incorporation takes from 4-12 months.
The price of professional EOR services in French Guiana is a percentage of the worker’s monthly compensation. This price ensures compliance with local employment laws, including all HR-related tasks.
Yes. EOR services in French Guianan EOR is a legally recognized option for outsourcing employment-related legal and administrative tasks.
An EOR service agreement in French Guiana ensures your team members are paid accurately and on time each month. In addition, they can access all French Guianese employee benefits and be completely protected by the law.
Independent contractors in French Guiana who interact with their clients within an EOR framework will retain full control of their work and may be eligible for some or all of regular employee benefits.
Yes, we can streamline your hiring process and identify the right employees for your business in French Guiana.
Yes, INS Global can assist you in identifying, attracting, and hiring skilled talents across different regional cities.
There are generally no specific limits on the number of employees you can hire in French Guiana. This will depend on various factors like the scope of your operations or specific business needs.
No. But the option for your employees to work in a shared workspace can be helpful. A PEO in French Guiana eliminates the need for a local business address.
Yes. We can manage the necessary visa and work permit processes for foreigners in French Guiana. Also, we’re adept at handling situations where the local employment laws, tax laws, or employee benefits differ for natives and foreigners.
EOR and PEO solutions help enterprises of all sizes save time and cost when expanding abroad.
PEO and EOR services help businesses that don’t have their own structures or those seeking to avoid cost-scaling difficulties when expanding abroad.
Staffing firms and umbrella corporations are third-party options for hiring independent freelancers in the region. You can hire these contractors under a work agreement rather than an employment contract.
You may require independent contractors to provide a CV, a portfolio, verified references, and a signed NDA.
The cost of hiring in French Guiana should factor in expenses like salary, recruiting service fees, foreign employee tax management, and social security contribution payments.
Employers in French Guiana manage payroll for all workers, usually at the end of every month. Employers are responsible for withholding amounts corresponding to employees’ income tax and social security fund contributions.
The minimum wage is 790 EUR monthly.
These are the common visa types for foreign employees in French Guiana:
Employers are responsible for organizing, withholding, and remitting employees’ income tax payments and social security fund contributions every month.
Employees are entitled to retirement benefits, public holidays, paid leave (sick, annual, and parental leave), severance pay, and health insurance.
Unilateral changes to an employee’s contract are not permitted. Instead, both parties must agree upon and sign changes to an employee’s working conditions.
In addition to public and private healthcare, the “Sécurité Sociale,” the French national healthcare system, provides health insurance coverage for the population.
Severance pay in French Guiana is as follows:
The national labor laws of France primarily govern labor regulations in French Guiana since it’s an overseas region of France.
Workers in French Guiana are eligible for paid leave on these 12 recognized holidays.
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