Global HR Compliance in Guyana

Hiring international talent in Guyana means navigating a mix of statutory rules, local practices, and structural gaps in enforcement. Whether you’re entering the market to grow sales or sourcing skills unavailable at home, understanding how to structure compliant employment relationships is essential.

Acumen International offers global employment solutions in Guyana that help you avoid the cost and risk of entity setup. We employ workers on your behalf through our Employer of Record (EOR) service, sponsor work permits when required, and handle monthly payroll, contributions, and compliance in full alignment with local law. With our support, you can test the market, retain key talent, and scale your business with confidence.

See below for a comprehensive overview of employment rules and termination practices in Guyana.

Employment Contracts in Guyana

Employment relationships in Guyana are typically governed by a contract of service, where the worker is under the employer’s supervision and direction. Contracts for services, which cover independent contractor arrangements, are treated separately.

An employment contract should include essential terms such as wages or salary, hours of work, leave entitlements, and overtime pay. It may also cover additional benefits, including bonuses, sick pay, redundancy rules, and termination procedures. Where possible, employers should clarify the expected contract duration and payment structure (e.g., task-based or daily rates) from the outset.

Statutory Employment Regulations

Working hours

Standard working time is 8 hours per day unless otherwise agreed. The law allows for flexibility in scheduling by mutual agreement.

Probation period

A standard probationary period is 3 months, but parties may agree to extend or shorten it. During probation, either party can terminate employment at any time, with no notice required.

Annual leave

Employees earn one day of paid leave for each completed month of employment. Part-time and hourly workers accrue leave proportionally. Leave must be granted in blocks of at least 6 consecutive days (excluding public holidays or Sundays), and employees are entitled to be paid their current daily wage during leave. Accrued but unused leave must be paid upon termination.

Parental Leave in Guyana

Maternity Leave

Women insured under the National Insurance Scheme (NIS), or whose spouses are insured, may receive both a maternity allowance and maternity grant. Eligibility requires a minimum of 15 contributions and contributions in at least 7 of the 26 weeks preceding the claim

The standard allowance is paid for 13 weeks, with the possibility of an additional 13 weeks in cases of medical complications. Benefits may begin as early as 6 weeks before the due date and continue for 6 weeks after birth.

There is currently no statutory paternity leave.

Sick Leave

While there’s no statutory right to sick leave, employers often provide for it under collective agreements. Sick leave is categorised as certified or uncertified. The NIS pays for sick leave beginning on the fourth day of illness; many collective agreements require employers to top up this amount.

Overtime

Any time worked beyond normal daily or weekly limits is considered overtime. Factory workers are also entitled to overtime pay for work done on Sundays or public holidays.

Minimum Wage in Guyana

As of 2022, the minimum wage in the private sector is GY$60,147 per month. This figure replaces the previously outdated rate of GY$35,000. Employers must also remain aware that the cost of living in Guyana has outpaced wage growth, making fair remuneration increasingly important for talent retention.

Termination and Severance

Employment may be terminated:

• By mutual agreement.
• For redundancy, following the statutory process.
• With notice or payment in lieu, on grounds of performance or misconduct.

The following minimum notice periods apply outside probation:

• 1 week’s notice for employment of up to 1 year.
• 2 weeks’ notice for 1–5 years of service.
• 1 month’s notice for more than 5 years of service.

Employees are entitled to severance pay after one or more years of continuous service, as follows:

• 1 week’s wages per year for the first five years.
• 2 weeks’ wages per year for years six to ten.
• 3 weeks’ wages per year beyond ten years, up to a maximum of 52 weeks’ pay.

How Acumen International Can Help You Hire in Guyana

Direct Employment Without a Local Entity
Acumen International enables you to employ talent in Guyana without setting up a local subsidiary. We serve as the legal employer while you retain full control over day-to-day tasks.

Local Compliance, Centrally Managed
We handle employment contracts, payroll, and statutory contributions in full alignment with Guyanese labour law—ensuring you stay compliant with evolving regulations.

Custom Support for Complex Hiring
Whether you need to engage independent sales agents or onboard niche professionals with non-standard arrangements, we tailor solutions to fit your operational model and compliance obligations.

Global Mobility Support
We advise on available work permit sponsorship options and help you determine whether foreign talent can be legally employed in-country. Where sponsorship is not viable, we help you assess alternative hiring structures.

Global Payroll Calculator Access
Use our Global Payroll Calculator to estimate employment costs, including gross-to-net salary, employer contributions, and statutory deductions — empowering you to plan with accuracy.

One Partner Across 190+ Countries
Acumen International supports your global expansion needs through a single point of contact—streamlining your workforce operations, reducing legal risks, and saving you time and resources.