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How to hire remote employees in
Little bit confused about hiring in Guyana? Like anywhere else, it’s got different labor laws than you’re probably used to. Which makes things complex. But it doesn’t need to feel overwhelming. You really have two choices: Hiring people as contractors, or hiring them as employees.
If you want to successfully hire in
Guyana
, you have two options:
Laws about hiring contractors are significantly more simple in
Guyana
. 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
Guyana
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
Guyana
.
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
Guyana
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
Guyana
, 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 Guyana 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 Guyana.
Employees paid daily receive one day of paid leave for every 20 days worked. Employees paid hourly receive one paid day of leave for every 160 hours worked.
Employees paid on a weekly, bi-weekly, or monthly basis receive one day of paid leave for each month of service. Additionally, there are 5 public holidays.
There are 15 public holidays.
Sick leave in Guyana includes complex rules on the duration of the leave. Eligible employees in Guyana receive 70% of their average wage after the third day of illness for up to 26 weeks.
Payment for sick leave is made by the National Insurance Scheme after the 3rd day of illness.
To qualify, employees need to have been employed immediately prior to becoming sick, have made at least 50 contributions and eight contributions in the 13 weeks before becoming ill.
Female employees receive 13 weeks of paid leave, starting 6 weeks before birth. In exceptional cases, employees are entitled to further 13 weeks.
If a female employee or her spouse makes at least 15 and seven contributions in the 26 weeks leading up to her maternity leave, she is eligible for maternity benefits.
There is no statutory paternity leave.
Apart from maternity leave, there is no other parental leave.
Childcare Leave - Guyana has no unpaid childcare leave.
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In Guyana, employment contract may be terminated at the end of a fixed-term contract, by mutual consent, by the employer or by the employee.
An employer is prohibited from terminating employment based on an employee’s legitimate leave of absence. If the contract doesn't have a specific duration the employer may terminate under the following terms:
The notice period in Guyana is:
Employers must pay severance to employees with one year of service terminated for reasons other than misconduct or outside the probation period. Severance ranges from one to three weeks based on the length of service. Severance pay also depends on the amount of time served
Probation period is cannot exceed in 3 months.
The standard work week in Guyana is 40 hours per week, over six days.
Employees generally work eight hours per day and receive a 60-minute break.
In Guyana overtime is paid at 1.5 time the standard rate.
Overtime may be paid at double the standard rate if worked on certain public holidays.
Employees receive one day of rest every week, and one half-day off on every alternative Sunday. Employees also receive a 15-minute break every four hours while working overtime.
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