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If you are interested in hiring a remote team in Papua New Guinea, or even just individual remote employees in Papua New Guinea, then you have come to the right place!
Rivermate is an Employer of Record (EOR) that offers Papua New Guinea payroll solutions. As a Papua New Guinea payroll provider, we will cover everything from salary, benefits, employer-to-employee contributions, and especially payroll compliance in Papua New Guinea. We are confident Rivermate’s payroll solutions Papua New Guinea will help you grow as a business—because now, you won’t have to worry about your payroll solutions Papua New Guinea. We take care of everything payroll!
With Rivermate, you can run Papua New Guinea payroll services in just one click—regardless of currency, benefits, insurance, and your local labor laws. Everything is automated. Our priority is for you to focus on your company’s strategy and growth.
Our Rivermate Global Payroll services are made especially for startups and scaleups. We know that startups try to be extra prudent when it comes to choosing a payroll provider, so it is our mission at Rivermate to be your most reliable and cheapest payroll provider option. So if you’re looking for global payroll providers for small businesses, look no further and book a call with us now!
Your payroll setup will be determined by the management method you select. If you choose internal payroll, you must establish an entity in-country. Creating a business structure and obtaining the necessary government clearances takes weeks.
Regardless of the payroll method you use, you must register your employees with the various taxing authorities. In order to file income taxes, you must obtain a tax identification number (TIN) from each employee. If your employees are mandatory contributors, you will also need to obtain their NASFUND membership numbers.
Taxation is an essential component of payroll. When you expand your business, you will need to learn new laws. The Internal Revenue Commission (IRC) of Papua New Guinea requires employers to deduct income taxes from employee paychecks.
The income tax structure is tiered based on annual earnings. If a person earns less than K12,500 per year, they pay no income tax. Incomes ranging from K12,500 to K20,000 pay 22%. Percentages rise as income levels rise. Employees must pay 42 percent tax on K250,000 or more.
Deducting contributions for the National Superannuation Fund, or NASFUND, is another responsibility of the employer. This is the national provident fund, which covers employees in the private sector as well as those in government-funded organizations. The funding covers expenses incurred as a result of retirement, unemployment, disability, and unexpected interruptions in income flow.
Employers and employees make contributions to NASFUND. Employers pay 8.4 percent of a worker's income, while employees contribute 6%.
Companies that wish to expand their operations globally have four different payroll options in Papua New Guinea. These payroll options are:
1. Internal Payroll. This payroll option is applicable for already established companies in Papua New Guinea. It includes devoting an entire Human Resources staff to running the company's payroll procedures.
2. Remote Payroll. Smaller firms may lack the capacity to handle their own payroll, but they may add their workers to the parent company's payroll. This action, on the other hand, requires considerable thinking. You must guarantee that you follow the rules and laws of each nation.
Working with a local outsourcing firm is one method to retain money in the local economy, but you'll still need to study all of the local rules and regulations, since you'll be held responsible.
3. Papua New Guinea payroll outsourcing: Outsourcing your payroll to an Employer of Record in Papua New Guinea, such as Rivermate, is another alternative for Andorra payroll outsourcing. We can manage all aspects of your payroll, including compliance. Send us a note and we'll get back to you as soon as possible!
It is the obligation of the employer to ensure that all payroll-related transactions are properly documented and recorded. All salaries and compensation payments must adhere to the local minimum wage as well as other applicable laws and regulations.
Rivermate's payroll services in Papua New Guinea can assist you in staying in compliance with the country's ever-changing payroll rules. We provide an all-inclusive solution that covers everything from compliance and reporting to salary payments.)
Companies that have a business presence in Papua New Guinea have different ways of managing payroll. However, most of the options you have for running payroll in Papua New Guinea are either expensive or require establishing a subsidiary in Papua New Guinea. The cheapest, most efficient, and most reliable payroll processing system in Papua New Guinea is by outsourcing payroll to Employers of Record (EOR) in Papua New Guinea. Rivermate is one of those Employers of Record.
At Rivermate, we offer you the most efficient, most compliant, and cheapest HR and Payroll Management services in Papua New Guinea. We do this by taking care of your payroll-related needs, such as keeping track of your employees’ financial records, including incentives, gross and net salary, and payslips, all the while staying compliant with the labor laws in Papua New Guinea. Because we do your online payroll management for you, you can have absolute focus on your business’ strategy and growth.
Rivermate is all about growth through collaboration and we achieve this by offering the most reliable yet cheapest services for managing payroll for small businesses in Papua New Guinea.
With adequate notice, either employees or employers may end a contract at any moment. Notice requirements are based on an employee's length of service with an employer. one day's notice for service of less than four weeks. If a worker or employee wishes to end a contract without giving notice, they must compensate the other party for the wages earned during the notice period. Notice is not necessary for contract violations or other conditions, such as willfully defying the law; committing fraud; habitually failing to perform tasks; being imprisoned for more than a week; or frequently taking unauthorized leave.
The current minimum wage in Papua New Guinea is K3.52 per hour. This figure is established by the Minimum Wage Board for the nation and is subject to change as the Board deems appropriate.
The standard workweek is 44 hours, with eight hours on weekdays and four hours on Saturday. Employees are not permitted to work more than 12 hours per day, not including overtime. Each week, non-shift workers are permitted one 24-hour rest period. Typically, this rest period occurs on Sunday, but your contract may specify a different day.
The nation has a comprehensive public healthcare system based on the National Health Plan, which was implemented in 2011. Employers are not obliged to offer health insurance plans for their workers, although private insurance is available. It is possible that an employer will include it as part of a personal benefits package.
Employment regulations do not mandate incentives, but they do provide the criteria for extra benefits.
An employer is not required to give food rations, but if they do, the food must be edible and of high quality, as specified in the ration scale. If a company chooses to supply work clothes for its workers, the goods cannot be returned.