Employer of Record in Trinidad & Tobago | INS Global

Employer of Record in Trinidad & Tobago

Hire Globally, Pay Locally, Expand Effortlessly

Expanding your business to a foreign country can open up exciting new opportunities. But international expansions can be complicated and cumbersome if you have to navigate each complex legal and administrative process yourself. However, an Employer of Record in Trinidad & Tobago can simplify your entry into the country and cut out costly delays or risks.  

An Employer of Record (EOR) in Trinidad & Tobago handles your every legal and administrative task for you, including hiring local employees, transferring foreign workers into the country, paying employees in the local currency, and complying with tax and labor laws  

EORs eliminate the need to establish a branch office or subsidiary in Trinidad & Tobago. EOR services also provide a streamlined approach that saves you time and capital, allowing you to focus on core business operations driving growth. 

Employer of Record in Trinidad & Tobago - Summary

Employer of Record in Trinidad & Tobago

The Advantages of Using an Employer of Record in Trinidad & Tobago

Ensure Compliance with Local Laws

The tax and labor laws in Trinidad & Tobago can be especially difficult to understand for foreign companies. Still, an experienced EOR like INS Global ensures your business complies with all local laws and regulations. 

Streamline Expenses and Timeframes

Establishing a subsidiary is costly and time-consuming in Trinidad & Tobago. EOR solutions, however, enable you to hire globally and pay employees locally without needing a separate legal entity 

This efficient and cost-effective solution speeds up your expansion timeline so you can expand in days rather than months.  

Concentrate on Business Growth

Concentrate on the primary aspects of your business, such as product development, marketing, and sales, by outsourcing all HR administration and compliance duties to an EOR expert 

Minimize Business Risks

Operating in Trinidad & Tobago is risky since you must comply with numerous foreign tax and regulatory laws. However, an EOR with a deep understanding of Trinidadian & Tobagonian regulations ensures your business remains compliant, thus safeguarding your funds and reputation. 

Comprehensive Global Presence

Leverage our vast experience in Trinidad & Tobago and 100+ other countries to facilitate and connect your global expansion efforts worldwide. Easily integrate HR outsourcing and compliance assurance into a range of support services like payroll and contract management. 

Why Choose an EOR in Trinidad & Tobago over Company Incorporation?

EOR solutions have several advantages over company incorporation in Trinidad & Tobago. For example, international companies can bypass the complexities and costs of incorporating a subsidiary by using an EOR.  

So incorporating a company abroad may give you 100% control, but it accompanies recurring administrative and compliance burdens. These duties can detract attention from your expansion objectives.   

Furthermore, an experienced EOR with in-depth knowledge of Trinidad & Tobago’s labor laws and regulations helps mitigate compliance risks

Hence, EOR services in Trinidad & Tobago offer the flexibility and dynamism for: 

  • Testing new markets 
  • Completing project-based work 
  • Focusing on core business 
testimonial from Manuel Ramos


Manuel Ramos


Managing Director

We think INS Global is a good solution about starting in a market like China. Understanding the market doesn’t mean you need to set up a company immediately. 


How Does an Employer of Record in Trinidad & Tobago Work?

You can engage an EOR in Trinidad & Tobago in 4 simple steps:  

  • Assessment of business requirements: Our team at INS Global thoroughly assesses your business needs and employment requirements in Trinidad & Tobago. This evaluation helps us develop a custom plan for your expansion objectives. 
  • Providing a legal entity for hiring: Immediately afterward, we provide you with a legal entity for hiring and deploying workers in Trinidad & Tobago. 
  • HR administration and compliance: INS Global assumes full legal responsibility for HR administration and ensures compliance with Trinidadian & Tobagonian tax and labor laws as they involve your operations. 
  • Focus on growth: Finally, you can concentrate on managing employees’ daily contributions towards your business’s development while we handle the HR and legal aspects of your business. 

What’s The Difference Between PEO And EOR?

An EOR and Professional Employer Organization (PEO) in Trinidad & Tobago offer employment-related services but at a different scope.  

For example, a PEO acts as a co-employer, sharing specific employer responsibilities with your company, while an EOR assumes full legal responsibility for all HR and employment-related matters.  

Your specific business needs may determine the ideal solution for you. However, an EOR offers comprehensive support and flexibility for international companies seeking to expand into Trinidad & Tobago. 

Labor Law in Trinidad & Tobago - 2024

Employment Contracts In Trinidad & Tobago

Employers in Trinidad & Tobago must provide a written offer of employment to the employee outlining the terms and conditions of the job. This offer can include details such as the position, salary, working hours, leave entitlements, and any other relevant terms. 

Such contracts must specify the terms and conditions of employment, including the nature of employment (e.g., permanent, temporary, part-time), work hours, wages or salary, overtime provisions, probationary period (if applicable), and any other terms agreed upon between the employer and employee. 

These are some common types of labor contracts in Trinidad and Tobago: 

  • Permanent employment contract: Here, an employee is hired indefinitely.  
  • Fixed-term contract: Employers offer a fixed-term contract for a specific duration or project. The contract specifies the start and end dates of employment and may include provisions regarding renewal or termination of the contract at the end of the fixed term. 
  • Casual or part-time contract: This contract is for employees who work irregular hours or on an as-needed basis.  
  • Probationary contract: Probationary contracts help employers assess an employee’s suitability for a permanent position.  
  • Temporary or seasonal contract: These contracts are for a specific period to meet temporary or seasonal work demands.  
  • Zero-hours contract: The employer does not guarantee any minimum working hours for a zero-hours contract arrangement. These contracts provide flexibility for the employer but have limitations on the employee’s availability. 
  • Collective agreements: Collective agreements are contracts negotiated between employers and trade unions on behalf of employees.  

No specific legislation governs the termination of employment in Trinidad and Tobago, but common law principles may be applied. For example, termination must be based on just cause, including poor performance, expiration of an employment contract, or mutual agreement. 

Before termination, employers in Trinidad & Tobago are required to provide written notice to the employee at least 1 month in advance. 

Severance pay in Trinidad & Tobago is as outlined below:  

  • Employees who have worked for more than 1 year but less than 5 years are entitled to 2 week’s pay for each year of service 
  • Employees who have worked for more than 5 years are entitled to 3 week’s payment for each year of service 

Working Hours in Trinidad & Tobago

The recommended work duration in Trinidad & Tobago is 8 hours daily and 40 hours weekly. Also, employees are entitled to a meal break during work hours if their shift exceeds a specified duration.  

Trinidadian & Tobagonian employees who work more than 8 hours have the right to receive additional compensation at an hourly rate. Work on public holidays attracts a 200% pay rate. 

 The national minimum wage in Trinidad & Tobago is TTD 17.50 (Trinidad & Tobago dollar). 

Public Holidays in Trinidad & Tobago

Employees in Trinidad & Tobago are eligible for paid leave on the country’s 13 nationally recognized public holidays:  

  • New Year’s Day – January 1 
  • Spiritual Baptist Liberation Day – March 30 (movable holiday) 
  • Good Friday – Date varies (movable holiday) 
  • Easter Monday – Date varies (movable holiday) 
  • Indian Arrival Day – May 30 (observed on the 30th or the following Monday if it falls on a weekend) 
  • Corpus Christi – Date varies (movable holiday) 
  • Labour Day – June 19 
  • Emancipation Day – August 1 
  • Independence Day – August 31 
  • Republic Day – September 24 
  • Divali – Date varies (movable holiday) 
  • Christmas Day – December 25 
  • Boxing Day – December 26 

Annual Leave in Trinidad & Tobago

Vacation leave is not mandated by statutory provisions in Trinidad and Tobago. However, government employees are entitled to specific benefits. Vacation days for private sector employees are determined through employment contracts or collective bargaining agreements (CBAs). 

Sick Leave in Trinidad & Tobago

Sick leave duration in Trinidad & Tobago’s private sector can vary, as it is usually determined by the employer’s policies and practices. 

Maternity/Paternity Leave in Trinidad & Tobago

Employees who have worked for the same organization for a minimum of 1 year (12 months) are eligible for maternity leave. In Trinidad and Tobago, maternity leave is 13 weeks, 6 weeks before giving birth, and 7 weeks after.  

Employees on maternity leave will receive full pay for 1 month and half pay for the subsequent 2 months. 

Social Security in Trinidad & Tobago

The social security tax in Trinidad & Tobago is called “National Insurance.” These contributions are deducted at varying rates. The maximum rate is TTD 414.30 per week for a monthly income over TTD 13,600. Employers pay TTD 276.20, while employees pay TTD 138.10. 

Individual taxpayers in Trinidad & Tobago must pay a health surcharge of TTD 8.25 per week for monthly income over TTD 470. 

Income tax for individuals with chargeable income less than 1 million Trinidad & Tobago dollars (TTD) is 25%. For income over 1 million TTD, the 30% tax rate applies. 

VAT applies to several goods and services in Trinidad & Tobago at a standard 12.5% rate. 

The standard corporation tax rate is 30%, but this figure varies for certain classes of companies. 

Employer of Record in Trinidad & Tobago


Discover More Solutions in Trinidad & Tobago


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.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.

The price of professional EOR services in Trinidad & Tobago is a percentage of the worker’s monthly compensation. This price includes all HR-related tasks for ensuring compliance with local employment laws. 

Absolutely. An EOR in Trinidad & Tobago is a safe, legitimate, and efficient way to handle employer responsibilities without establishing a corporate structure.

An EOR service agreement in Trinidad & Tobago ensures your team members are paid on time and accurately each month. In addition, employees can access all employee benefits and be protected by the law. 

Independent contractors who interact with clients using an EOR in Trinidad & Tobago will retain full control of their work and may get the same benefits as regular employees.  

Yes. Our team of recruitment consultants experts can find the best local talent in Trinidad & Tobago for your needs. 

Yes. An EOR can tap into its online or offline pool of professional networks to help you find and hire workers in various cities or regions in Trinidad & Tobago.  


EORs handle headhunting, interviews, and candidate selection in specific cities or regions in Trinidad & Tobago, depending on your needs or preference.  

You can employ any number of employees. Unlike some PEO or EOR service providers, INS Global has no minimum or maximum hiring limit.  


We know flexibility is important when implementing a business strategy in Trinidad & Tobago, so you can scale up or down quickly at any time. 

A PEO in Trinidad & Tobago eliminates the need for a local business address. However, it is a good idea for employees to work in a shared workspace whenever convenient.

e can manage the necessary visa and work permit processes for foreigners in Trinidad & Tobago. Also, we can handle situations where the local employment laws, tax laws, or employee benefits differ for Trinidadians & Tobagonians and foreigners. 

The legal expertise of PEO and EOR services helps SMEs and multinational corporations avoid cost-scaling difficulties during an international expansion. 

You can use staffing firms and umbrella corporations for hiring independent freelancers in Trinidad & Tobago. 

The cost of hiring in Trinidad & Tobago should factor in expenses like salary, recruiting service fees, signing bonuses, and social security contribution payments.  

Employers in Trinidad & Tobago manage payroll for all workers and are responsible for withholding amounts corresponding to employees income tax and social security contributions. 

The national minimum wage in Trinidad & Tobago is TTD 17.50 (Trinidad & Tobago dollar). 

These are the common visa types for employees in Trinidad and Tobago: 



  • Work Permit: A work permit is issued by the Ministry of National Security and allows foreign nationals to work and reside in Trinidad and Tobago for a specific job or employment period.  
  • Temporary Work Permit: Foreign employees coming to Trinidad and Tobago for a short-term work assignment or contract are issued a temporary work permit. 
  • Intra-Company Transfer: With this visa type, multinational companies can transfer employees to a branch, subsidiary, or affiliate of the company in Trinidad and Tobago. 

In Trinidad & Tobago, employers organize and withhold employees income tax payments and social security fund contributions every month.  

Employees in Trinidad & Tobago are entitled to public holidays, severance pay, paid leave (sick, annual, and parental leave), and health insurance. 

Trinidad & Tobago does not permit unilateral changes to an employees contract. Rather, both parties must agree upon and sign such changes. 

The Ministry of Labour and Small Enterprise Development regulates and enforces labor regulations in Trinidad and Tobago.  

Employers in Trinidad & Tobago wishing to terminate an employees contract must notify the employee in advance and then make severance payments.  

Labor regulations in Trinidad & Tobago are regulated and enforced by the Ministry of Labour and Small Enterprise Development. 

Employees in Trinidad & Tobago are eligible for paid leave on the countrys 13 nationally recognized public holidays.  

DOWNLOAD THE INS Expansion Insights