Employer of Record in Haiti

An Employer of Record (EOR) in Haiti is a company that legally hires employees on your behalf. This means the EOR handles all the local employment tasks. Think of them as your local HR team. They manage payroll, taxes, benefits, and make sure you follow all of Haiti's labor laws. Using an EOR allows you to hire talent in Haiti without setting up your own local company. You still manage your employees' day to day work, while the EOR takes care of the legal and administrative side of employment. For EOR services, you can consider providers like Rivermate.

How an Employer of Record (EOR) Works in Haiti

Using an EOR in Haiti simplifies hiring. Here is how it generally works:

• Define the Role. You work with the EOR to outline the job description, salary, and benefits for your new employee.
• The EOR Hires the Employee. The EOR company officially hires the individual under their local Haitian business entity. They manage employment contracts to ensure they are compliant with Haitian labor regulations.
• Onboarding. The EOR manages the onboarding process for your new hire.
• Payroll and Benefits. The EOR handles all aspects of payroll, including calculating taxes and social security contributions.
• Ongoing Compliance. The EOR stays up to date with any changes in Haitian labor laws to ensure you remain compliant.

Why use an Employer of Record in Haiti

Partnering with an EOR offers several advantages when you want to hire in Haiti. It provides a fast and efficient way to enter the Haitian market and build a team. An EOR acts as the legal employer for your workers, handling compliance, payroll, and benefits. This allows you to work with talent in Haiti while the EOR manages the legal responsibilities.

• Enter the Market Faster. You can hire employees quickly without the long and expensive process of setting up a legal entity in Haiti.
• Ensure Compliance. EORs have local expertise. They make sure your hiring practices follow Haiti's specific labor laws, which covers contracts, payroll, and taxes. You can find more information on the Haitian Labor Code through the Ministry of Social Affairs and Labor (Ministère des Affaires Sociales et du Travail).
• Reduce Administrative Work. The EOR takes on the burden of HR and administrative tasks.
• Avoid Misclassification. An EOR helps you avoid the risks of misclassifying employees, which can lead to penalties.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Haiti includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Haiti.

Hiring in Haiti requires understanding its unique labor landscape. The workforce is largely supported by foreign aid, and many employment opportunities are in the non-profit sector. When hiring, you'll find a free market economy with low labor costs. Key industries include agriculture, fishing, and manufacturing. Communicating in both French and Haitian Creole is crucial, as contracts must be in one of these languages.

Employment contracts & must-have clauses

In Haiti, you should provide a written employment contract in either French or Creole. While verbal agreements can exist, written contracts are required for any employment lasting longer than three months.

There are two main types of contracts:

• Indefinite-term contracts: These are for permanent positions with no set end date.
• Fixed-term contracts: These are for specific projects or a set duration and must be in writing.

Your employment contracts must include these key clauses:

• Job title and a clear description of duties.
• Salary, payment schedule, and any other benefits.
• Working hours and schedule.
• The location of work.
• Start date of employment.
• Duration of the contract, if it's a fixed term.
• Conditions for termination.

Probation periods

You can include a probationary period in an employment contract. This allows you and the employee to see if the working relationship is a good fit.

The maximum length for a probation period is typically three months. During this time, either you or the employee can end the contract with fewer formal requirements than after the probation period ends.

Working hours & overtime

The standard workweek in Haiti is 48 hours, usually spread over six 8-hour days.

Any work done beyond the standard 48-hour week is considered overtime. Overtime pay is calculated at a higher rate, typically 1.5 times the employee's regular hourly wage. There are limits on how much overtime an employee can work, generally capped at 80 hours per quarter.

Public & regional holidays

Haiti observes a number of public holidays. Employees are entitled to a paid day off for these occasions. Here is a list of public holidays for 2025:

Hiring contractors in Haiti

Engaging independent contractors can be a flexible option for your business, especially for short-term or specialized projects. This route avoids some of the obligations that come with hiring full-time employees.

However, it's important to classify workers correctly. If you treat a contractor like an employee, Haitian authorities may reclassify them. This can lead to penalties, including back payment of taxes and benefits.

Key factors that distinguish an employee from an independent contractor include:

• Control: You control how and when an employee works. A contractor has control over their own work.
• Financial Dependence: An employee relies on you for their primary income. A contractor often works for multiple clients.
• Tools and Equipment: You provide the tools for an employee. A contractor uses their own.

An Employer of Record (EOR) can help you hire in Haiti without these risks. An EOR acts as the legal employer for your workers, handling compliance, payroll, and benefits. This allows you to work with talent in Haiti while the EOR manages the legal responsibilities, ensuring you avoid misclassification issues.

Navigating compensation and payroll in a new country can be complex. In Haiti, the system has its own set of rules and norms you need to understand to pay your team correctly and stay compliant. Salaries are influenced by factors like industry, experience, and location. The local economy and political landscape also play a significant role in the wage environment.

Payroll cycles & wage structure

In Haiti, the most common payroll cycle is monthly. You will typically pay your employees once a month, often near the end of the month. While direct bank transfers are becoming more common, cash payments are still widely used, especially in smaller businesses or for workers in remote areas.

A key part of the wage structure is the mandatory 13th-month salary. This is a bonus equivalent to one month's pay that you give to employees in December.

Overtime & minimums

The standard work week in Haiti is 48 hours, based on an 8-hour workday. Any hours worked beyond this are considered overtime. You must pay employees 1.5 times their regular hourly rate for overtime work. Keep in mind that overtime is limited to 80 hours per quarter.

Minimum wage in Haiti varies by sector. The government periodically reviews and sets these rates.

Employer taxes and contributions

As an employer, you are responsible for contributing to several social programs on behalf of your employees. These contributions are a percentage of the employee's gross salary.

Employee taxes and deductions

Employees also contribute to social security and pay income tax. You will deduct these amounts from their gross salary.

Here are the income tax brackets:

In Haiti, providing employee benefits goes beyond staying compliant. It's about attracting and retaining the best talent. Guaranteed benefits include paid time off for vacations, sick leave, and public holidays. Employers also contribute to social security, which covers pensions, disability, and maternity leave benefits.

Statutory Leave

You must provide certain types of leave to your employees in Haiti.

• Annual Leave: After one year of service, employees get at least 15 consecutive days of paid vacation. This time generally cannot be carried over to the next year.
• Sick Leave: Employees are entitled to up to 15 days of paid sick leave per year. A medical certificate is required to claim this benefit.
• Maternity Leave: Female employees receive 12 weeks of maternity leave. Pay during this leave is a shared cost between the employer and the Office of Occupational Accident Insurance, Sickness, and Maternity (OFATMA).

Public Holidays & Regional Holidays

Employees in Haiti get paid time off for public holidays. If an employee works on a public holiday, they are typically entitled to double their regular pay.

Typical Supplemental Benefits

To be competitive, many employers offer benefits beyond the legal requirements.

How an EOR Can Help with Setting Up Benefits

Setting up a benefits plan in a new country can be complex. An Employer of Record (EOR) simplifies this process for you.

An EOR helps you:

• Stay Compliant: We ensure your benefits packages meet all of Haiti's labor laws.
• Attract Top Talent: We help you create competitive benefits packages that attract the best candidates.
• Manage Administration: We handle the administrative work of managing benefits, including registrations with social security offices like OFATMA and the National Office for Pension Insurance.

By partnering with an EOR, you can provide your team in Haiti with excellent benefits while you focus on your business.

When an employment relationship in Haiti ends, you need to follow a clear process. Haitian labor law outlines specific steps for both you and your employee. This ensures fairness and transparency for everyone involved. The process depends on the reason for termination and the type of employment contract.

Notice Periods

If you decide to terminate an indefinite-term contract without cause, you must provide the employee with advance notice. The length of this notice period depends on how long the employee has worked for you.

You must give this notice in writing. If the employment agreement was verbal, you can give notice verbally in front of two witnesses.

Severance Pay

When you terminate an employee without cause, you are required to pay severance. The amount of severance pay is also based on the employee's length of service. An employee who has worked for three to 12 months is entitled to 50% of their regular wage as severance. For employees who have worked for more than a year, the severance is one month's pay. You do not have to pay severance if the employee resigns or is terminated for serious misconduct.

How Rivermate Handles Compliant Exits

Navigating employee terminations in a different country can be complex. We handle the entire offboarding process for you. This ensures that every step complies with Haitian labor law.

• We manage notice periods. We make sure you give the correct amount of notice to your employees.
• We calculate severance pay. We accurately calculate and process any required severance payments.
• We handle the paperwork. We take care of all the necessary documentation for a smooth exit.

By managing these details, we help you avoid legal risks and ensure a fair process for your departing employees.

Navigating visas and work permits in Haiti requires a clear understanding of the local regulations. If you plan to hire someone to work in Haiti, they will need the proper authorization. This process involves multiple steps and specific documentation.

Employment visas & sponsorship realities

An Employer of Record (EOR) can help you navigate Haiti's employment landscape. However, there are practical limits to what an EOR can and cannot do regarding visa sponsorship.

An EOR can typically sponsor foreign workers if they are registered with the Ministry of Social Affairs and Labor. This is a key requirement for any employer looking to hire foreign talent.

Here’s a breakdown of the common routes for employment visas:

• Temporary Work Visa: This visa is for short-term employment, usually not exceeding one year. It's suitable for project-based or seasonal work.
• Permanent Work Visa: For long-term employment, this visa is generally valid for up to three years and can be renewed.
• Specialized Professional Visa: This is for professionals with skills in high-demand sectors like healthcare, engineering, and education.

The process to get a work permit generally takes two to six months. It's important to note that a work permit allows someone to work legally, while a work visa allows them to enter and stay in the country for work. Both are necessary.

For any employee staying in Haiti for more than three months, a residence permit is also required.

Business travel compliance

For short-term visits, a business visa is the typical route. This visa is for activities like meetings, consultations, or exploring investment opportunities. It does not serve as a work permit but can be the first step for someone who will later apply for a longer-term work status.

If a stay extends beyond 90 days, the individual must get a residence permit from the Department of Immigration and Emigration. It's crucial to follow these rules to remain compliant with Haitian law.