In Bonaire, Sint Eustatius, and Saba, also known as the BES islands, there are several mandatory employee benefits that employers must provide. These benefits are established by law and are designed to ensure fair treatment of employees.

Probationary Period

A maximum probation period of two months is allowed, which must be agreed upon in writing between the employer and the employee.

Annual Leave

Employees are entitled to paid vacation days each year. The minimum entitlement is at least three times the contracted number of working days per week, with a minimum of 15 days for a six-day workweek.

Public Holidays

Employees are entitled to paid time off on all official public holidays observed in the BES islands.

Sick Leave

In the event of an employee falling ill and being unable to work due to no fault of their own, the employer is obligated to continue paying 100% of their salary for a short period. The exact duration of paid sick leave may vary depending on specific circumstances.

Maternity Leave

Female employees are entitled to maternity leave with benefits. Specific details regarding the duration and compensation are outlined in the relevant legislation.

Notice Period

Both employers and employees are required to provide a notice period when terminating the employment contract. The specific length of the notice period may vary depending on the situation and the employee's tenure.

Social Security Benefits

Social security benefits are mandatory in the BES islands. These benefits typically cover unemployment benefits, old-age pensions, and disability benefits. Employers are responsible for contributing their share towards social security for their employees.

Beyond the mandatory benefits mandated by law, employers in the BES islands can offer a range of optional benefits to attract and retain top talent. Here's a look at some commonly provided voluntary benefits:

Health Insurance

While not mandatory by law, health insurance is a popular benefit offered by many employers in the BES islands. This can help employees cover medical expenses not covered by the public healthcare system.

Profit Sharing

Some companies may offer bonuses or profit-sharing schemes to incentivize employees and share company success.

Flexible Work Arrangements

Offering flexible work arrangements, such as remote work options or compressed workweeks, can be an attractive perk for employees seeking better work-life balance.

Continuing Education and Training

Employers may invest in their employees' professional development by offering training programs or educational opportunities to enhance their skills and qualifications.

Relocation Assistance

For employees relocating to the BES islands from abroad, companies might offer relocation assistance to ease the transition process. This could include help with finding housing, transportation, and other logistical arrangements.

In the BES islands of Bonaire, Sint Eustatius, and Saba, health insurance is not a legal requirement for employees. However, it is strongly advised due to certain factors.

Limited Public Healthcare Coverage

The public healthcare system in the BES islands may not cover all medical expenses. Private health insurance can help bridge this gap and ensure employees have access to necessary medical care.

Travel and Repatriation

The European Health Insurance Card (EHIC) is not valid in the BES islands. In case of emergencies or medical situations requiring travel for treatment, health insurance with repatriation coverage can be crucial.

In Bonaire, Sint Eustatius, and Saba, the retirement landscape involves a two-pronged approach.

Mandatory Social Security (AOV)

The Algemene Ouderdomsverzekering (AOV), also known as the Old Age Pension, is a government-funded program that provides a basic monthly pension upon reaching retirement age. All residents qualify for this. The AOV benefit amount depends on the number of years someone has resided in the Dutch Caribbean prior to retirement, including Bonaire, Sint Eustatius, Saba, Aruba, Curaçao, or St. Maarten. The current retirement age is gradually increasing and is expected to reach 65 in the coming years. While AOV provides a safety net, it might not be sufficient to maintain the pre-retirement standard of living. This highlights the importance of considering supplementary retirement options.

Optional Supplemental Pension Plans

Some employers might offer private or company-sponsored pension plans on top of the AOV. These plans can significantly enhance retirement security by accumulating additional funds throughout an employee's career. Employees can also explore opening personal pension plans with financial institutions to build their retirement savings.