Employers have the authority to take disciplinary action against employees, including dismissal, in conformity with the Code. A verbal warning; a written warning; a decrease in earnings or salary; a demotion; and dismissal are all examples of disciplinary action. Employers may not levy a fine or other monetary punishment against an employee as a form of disciplinary action or for any other reason. Employers may terminate an employee's employment if two medical practitioners declare that the individual is unsuitable to continue working due to a mental or physical impairment that has lasted at least six months and is likely to be permanent.

Except in the case of summary dismissal, the minimum notice period required by an employer to terminate an employee's employment contract when the employee has worked continuously for thirteen weeks or more shall not be less than one week. The notice period must be at least two weeks if the period of continuous employment is thirteen weeks or more but less than two years. If the continuous employment period exceeds two years but does not exceed five years, the notice period must be at least four weeks. If the continuous employment period exceeds five years but does not exceed ten years, the notice period must be at least six weeks. If the continuous employment period exceeds ten years but does not exceed fifteen years, the notice period must be at least eight weeks. If the continuous employment period exceeds fifteen years, the notice period must be at least ten weeks.

Probation shall not exceed six months for supervisory level employees and three months for all other employees.

When an employee's employment contract is terminated due to redundancy, he or she is entitled to the following severance pay from the employer. Where an employee has worked for more than one year but less than five years, he or she shall be compensated with two weeks pay for each year of service completed. Where an employee has worked for more than five years but less than ten years, the employee is entitled to 2.5 weeks pay for each year of completed service. Where an employee has worked for more than ten but less than fifteen years, he or she is entitled to three weeks pay for each year of completed service. Where an employee has worked for more than fifteen years, he or she shall be compensated with 3.5 weeks of pay for each year worked. For the purposes of calculating severance pay, the weekly rate of pay is the employee's highest weekly basic rate of pay during his or her employment with that employer.

The minimum monthly salary in Montserrat is currently set at 690 XCD.

Montserrat is a tax-free jurisdiction. Corporations are not subject to income, capital gains, profit, or other types of direct taxes, regardless of their residency status.

Montserrat is a tax-free jurisdiction. Corporations are not subject to income, capital gains, profit, or other types of direct taxes, regardless of their residency status.

Montserrat is a tax-free jurisdiction. Corporations are not subject to income, capital gains, profit, or other types of direct taxes, regardless of their residency status.

There is currently no information regarding employment service terms in Montserrat.

There is currently no information regarding employment service terms in Montserrat.

East Caribbean Dollar