Guide to employment, payroll and benefits in

Sint Maarten (Dutch Part)

Rivermate offers complete payroll, benefits and compliance services for

Sint Maarten (Dutch Part)

01. Overview

Last updated: 

August 19, 2021

Nl Antillian Guilder
Ease of doing business
GDP growth

02. Grow your team in

Sint Maarten (Dutch Part)

with Rivermate

Payroll, benefits, taxes, and compliance can be difficult to manage in

Sint Maarten (Dutch Part)

, particularly if you don't have established local relationships. You can hire employees in

Sint Maarten (Dutch Part)

effectively, conveniently, and in full compliance with all relevant labor laws using Rivermate's global employment solution. We handle the responsibilities and legal risks associated with foreign employment so you can concentrate on growing your company.

03. Summary

Sint Maarten is a Caribbean island that is part of the Kingdom of the Netherlands. It covers the southern 40% of the divided island of Saint Martin, while the northern 60% is the French overseas collectivity of Saint-Martin, with a population of 41,486 as of January 2019 on an area of 34 km2. Philipsburg is the capital of Sint Maarten. Sint Maarten and the other Dutch Caribbean islands are also referred to as the Dutch Caribbean. Sint Maarten was formerly recognized as the Island Territory of Sint Maarten, and was one of the six island territories that made up the Netherlands Antilles until 10 October 2010. Sint Maarten is a British overseas territory that is not a member of the European Union. Hurricane Irma struck the island on September 6 and 7, 2017, causing extensive and severe damage to buildings and infrastructure.

04. Public holidays

05. Types of leave

Paid time off

Public holidays

Sick days

Maternity leave

Paternity leave

Parental leave

Other leave

06. Employment termination

Termination process

Employers submit a verified request to the Labour Affairs Agency. There are special forms available for this purpose, which can be requested from this department.

The employee is then summoned to appear before the department's civil servants. Following that, if necessary, the employer may be summoned to remark on the defense. This step of hearing both parties is conducted in writing to the extent practicable.

Simultaneously, the two sides engage in mediation. The civil servant assigned to the investigation documents his findings and conclusions in a report. This information is forwarded to the dismissal commission. This commission, which is composed of at least two employer representatives, two employee representatives, and an impartial chairperson, meets on a weekly basis to advise the Secretary General of the Ministry of Labour Affairs on petitions for authorisation to fire employees. The Secretary General has the authority to grant or deny dismissal authorisation. Employers and employees will be notified in writing of the decision.

The employee may be given notice of termination of the labor agreement as soon as the Secretary General of the Ministry of Labour Affairs grants his authorization.

Notice period

The notice period that the employer must observe is determined by the length of the employee's employment and is as follows: one month if employment lasted less than five years; two months if employment lasted five years or longer but less than ten years; three months if employment lasted ten years or longer but less than fifteen years; and four months if employment lasted fifteen years or longer.

Severance pay

There are no provisions in the Sint Maarten labor laws mentioning anything about severance payments.

Probation period

The probationary period has a maximum of two months and has to be agreed upon in writing between the employer and the employee.

07. Working hours



08. Minimum wage


Employees in St Maarten are entitled to at least a wage that is based on the current hourly minimum wage which, as per 1 January 2019, is ANG 8.83 (approximately USD 4.9) per hour for employees who are 21 years or older.

09. Employee benefits


Mandatory benefits postulated by law include a probationary period, pay on annual leaves, public holidays, sick leaves, maternity leave, paternity leave, and overtime pay. Statutory benefits also include social security benefits.

10. Why Rivermate as your Employer of Record / PEO?

Establishing an entity in

Sint Maarten (Dutch Part)

to hire a team takes time, money, and effort. The labor law in

Sint Maarten (Dutch Part)

has strong worker employment protection, requiring great attention to details and a thorough awareness of local best practices. Rivermate makes expanding into

Sint Maarten (Dutch Part)

simple and effortless. We can assist you with hiring your preferred talent, managing HR and payroll, and ensuring compliance with local legislation without the hassle of establishing a foreign branch office or subsidiary. Our PEO and Global Employer of Record solutions in

Sint Maarten (Dutch Part)

give you peace of mind so you can focus on running your business.

Please contact us if you'd like to learn more about how Rivermate can help you hire employees in

Sint Maarten (Dutch Part)

via our Employer of Record / PEO solution.

Ready to get started? Our friendly staff is ready to assist you with all your questions, let's connect.