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How to hire remote employees in
Hiring outside of your home country means access to more talent—but it also means new regulations, labor laws, and systems. If you don’t do things right, you’ll be putting your company at the risk of fines and lost talent. So we’re here to save you from those headaches.
If you want to successfully hire in
Antigua & Barbuda
, you have two options:
Laws about hiring contractors are significantly more simple in
Antigua & Barbuda
. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Thera for.
This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in
Antigua & Barbuda
is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.
Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in
Antigua & Barbuda
.
Hiring employees takes months, at the minimum. When you hire with Thera's locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.
It costs just $0 to sign up for Thera, then $25 per month to hire your contractors with Thera. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.
Hiring contractors in
Antigua & Barbuda
means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.
Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.
The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.
Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.
If you’re hiring contractors in
Antigua & Barbuda
, you can pay them with Thera in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.
If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Antigua & Barbuda than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Antigua & Barbuda.
Employees receive up to 12 days of paid annual leave. Both the employer and employee must agree on the vacation date and vacations are paid in advance.
There are 12 public holidays.
According to Section C 17 of the Labour Code states ,each employee, for at least the first twelve days of sick leave taken during any twelve consecutive months, calculated from the date of commencement of employment and any anniversary date thereof, shall be entitled to that basic wage, and the employer shall give him that basic wage, which he would have received had he worked on those days.
Maternity allowance is paid for a maximum of 13 weeks, commencing as early as 6 weeks before confinement or as late as the week of confinement.
There is no statutory paternity leave.
The mother, or with her consent the father, is entitled to a total of 158 working days of parental leave, which may be divided into a maximum of two parts, each part lasting a minimum of 12 working days.
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Employees who have worked for an employer for a continuous 6 month period (or for an average of 10 hours a week and at least 1 hour per day or 40 hours per month during the last 6 months) are entitled to:
(a) 3 days’ bereavement leave on the death of a spouse or partner, parent or parent-in-law, child, brother or sister, grandparent, or grandchild; and
(b) 1 day’s bereavement leave on the death of any other person, if the employer accepts, having regard to relevant factors, that the employee has suffered a bereavement as a result of the death.
Employers need just cause to dismiss an employee, which can include employee misconduct, poor performance or economic reasons.
Notice of termination generally is required except for in a limited set of circumstances. The notice period is one month.
Employees receive one day of severance per month of service after they have 12 months of service.
Probation period is 3 months.
The standard workweek is 48 hours or eight hours day over six days.
Overtime is typically 150% of the basic wage for the first four hours over normal work hours and double the basic wage for hours over that.
Employees receive at least 24 hours of consecutive rest in a period of seven days in a row.
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