Guide to Hiring in Guyana

Employment trends and job market analysis

The Cooperative Republic of Guyana is one of the fastest-growing economies globally, with an GDP per capita of USD 30,960 thousand, according to the International Monetary Fund. This transformation is largely driven by the expansion of the oil and gas industry since its first commercial grade crude oil draw in December 2019.

With projected annual growth of 14% over the next five years, driven by the oil production and large-scale public infrastructure investment, Guyana has become a strategic destination for foreign companies seeking expansion and professionals pursuing attractive job vacancies.

Located on the northern coast of South America, Guyana is the third smallest sovereign state in the continent, with a population of 814 thousand people. Most of the population resides along the coastal plain, including in the capital city, Georgetown. English is the official language used in education and government, while Guyanese Creole is widely spoken in daily life.

In addition to the energy industry, Guyana’s economy is supported by mining, agriculture, fishing and forestry. The country shares borders with Brazil, Venezuela, Suriname, and the Atlantic Ocean, and hosts part of the Amazon rainforest, with over 80% of its land covered by forests.

Guyana’s cultural landscape is shaped by Caribbean influences and Amerindians (Guyana’s Indigenous people) traditions, contributing to a diverse and vibrant society.

Employment relationships in Guyana are governed by the Labour Act (Cap. 98:01) and related legislation such as the Terminations of Employment and Severance Pay Act and the Occupational Safety and Health Act. Work visa and work authorization, issued by the Ministry of Home Affairs, are mandatory for foreign citizens to engage in any employment in the country.

Payroll, taxes and social security

Employers must comply with local tax and social security regulations when managing payroll for all jobs in Guyana. Both employers and employees contribute to the National Insurance Scheme, and all employment income is subject to statutory deductions.

Employer contributions

The National Insurance Scheme in Guyana is mandatory for all employers and employees, with no exception. With a total rate of 14%, the employer’s contribution is 8,4% and is paid to the Guyana National Insurance Scheme (NIS) every 15^th day of the next month.

Employee contributions

Social security: It is a legal requirement for employees to contribute 5,6% of their pay to the social security. The amount is automatically deducted from the pay check and is subjected to a ceiling of GYD 280,000 per month or GYD 64,615 per week.

Income Tax: Guyana also applies the Income Tax to the earnings of any individuals. The tax rates fall on 28% for employees that earn less than GYD 1,560,000 and 40% for workers who receive more than GYD 1,560,000.

Minimum wage

The minimum wage in Guyana is set at GYD 60,147 per month, which corresponds to a monthly salary of 285 USD. That equals to an annual salary of roughly 3.420 USD. The amount was defined in The Labour (National Minimum Wage) Order 2022 and has been effective since July 1st, 2022.

Working hours

The standard work hours in Guyana consists of eight hours of work per day and 40 hours per week. According to the Ministry of Labour, the work week must not exceed five days per week. Any work beyond these regular hours is considered overtime.

Overtime

Employees in Guyana who work more than eight hours per day are entitled to receive overtime compensation of at least 1.5 times the regular hourly wage, including hours performed on Sundays and Public Holidays.

In case the work is performed in a factory, all employees must receive at least 2 times the regular hourly wage for working on Sundays and on specific Public Holidays, such as Labour Day, Good Friday, Easter Monday, Christmas, Eid-ul-Adha and Phagwah. All other Public Holidays are paid 1.5 times the average rate. If the holiday falls on a Sunday, the following day will attract this rate of overtime.

Employee benefits

Guyana’s mandatory benefits are those required by law, such as social security, paid annual leave, maternity leave, sick leave and others. Employers in the country may offer additional benefits to attract and retain talents, such as:

• 13^th salary;
• Private health insurance;
• Transportation or meal allowances;
• Paternity leave;
• Housing or relocation assistance.

Types of leaves available

Annual leave

Paid annual leave in Guyana is regularised by the Leave with Pay Act, Section 3, and is typically calculated based on the number of months, days or hours worked. In the case of weekly, fortnightly or monthly employees, one month of work equals as one day of leave. Daily paid employees receive one day for every 22 days worked and hourly paid employees get one day for every 160 hours.

Public holidays

In Guyana, when a public holiday falls on a Sunday, it is observed on the following Monday.

• New Year’s Day – January 1
• Republic Day (Mashramani) – February 23
• Phagwah (Holi) – Date varies (March)
• Good Friday – Date varies (March/April)
• Easter Monday – Date varies (March/April)
• Labour Day – May 1
• Independence Day – May 26
• Caricom Day – First Monday in July
• Emancipation Day – August 1
• Eid-ul-Adha – Date varies (Islamic calendar)
• Deepavali (Diwali) – Date varies (Hindu calendar, usually October/November)
• Christmas Day – December 25
• Boxing Day – December 26
• Youman Nabi (Mawlid al-Nabi) – Date varies (Islamic calendar)

Paid sick leave

The Guyanese sick leave is covered by the National Insurance Scheme (NIS), the institution responsible for social security. The sickness benefit is paid to an injured person who is temporarily not capable to work. Payments start on the fourth day of incapacity and can last 26 weeks. Employees will receive 70% of their salary during the illness period.

Maternity leave

In Guyana, pregnant employees are entitled to 13 weeks of paid maternity leave. The benefit is also managed by the National Insurance Scheme (NIS) and can be extended for more 13 weeks in case of complications. The period can’t start earlier than six weeks before the due date and will continue for six weeks after the baby is born. Alternatively, she can choose to start the benefit from the week the baby is born.

Attracting talent in Guyana

With the rise in jobs in Guyana for foreigners and locals, companies must focus on employer branding, community engagement, and inclusive hiring practices. The demand for talent is especially high in Guyana's oil and gas industry, making it essential for employers to offer competitive packages and a supportive work environment.

Employer branding

A compelling employer brand is key to attracting skilled professionals in Guyana’s growing job market. Clearly communicating your company’s values, mission, and workplace culture helps candidates envision themselves as part of your team.

Highlighting employee success stories, testimonials, and your company’s involvement in social or environmental initiatives can strengthen your reputation and make your organization more attractive to potential hires.

Community engagement

Guyana’s communities place high value on local involvement and social responsibility. Companies that invest in community development, such as education programs, environmental sustainability, or youth employment initiatives, are more likely to build trust and loyalty among local talent.

Being recognized as a company that gives back to the community can be a key differentiator in a competitive hiring landscape.

Cultural and linguistic diversity

Guyana is a culturally rich and multilingual country, with English as the official language and Guyanese Creole widely spoken. The workforce is diverse, with influences from Afro-Guyanese, Indo-Guyanese, Indigenous, and other communities.

Promoting inclusive work environments and offering opportunities for cross-cultural collaboration can help attract candidates who value diversity and global exposure.

Hiring best practices in Guyana

Understanding local employment practices and cultural expectations is essential when recruiting in Guyana. Employers should ensure fairness and avoid any form of discrimination based on gender, ethnicity, religion, or age, in line with Guyana’s labor laws.

Job descriptions and interview processes should be inclusive and culturally sensitive to appeal to a broad talent pool.

Key strategies for attracting talent in Guyana

Understand local talent needs

Focus on in-demand sectors such as oil and gas, mining, agriculture, and infrastructure. Tailor job postings to reflect the skills and values sought by the local workforce.

Offer competitive compensation and benefits

Provide salary packages that meet or exceed market standards. Highlight benefits such as health coverage, paid leave, and opportunities for professional development.

Invest in career development

Offering training, mentorship, and clear career paths shows a commitment to employee growth and long-term success.

Foster an inclusive workplace

Celebrate cultural diversity, encourage open communication, and create an environment where all employees feel respected and supported.

Onboarding process in Guyana

While Guyana does not have specific legislation governing onboarding, it is best practice to provide new hires with a structured introduction. This should include:

• Job responsibilities
• Working hours
• Benefit pakage
• Company policies
• Code of conduct

A clear and compliant onboarding process helps set expectations, reduces legal risks, and builds a strong foundation for employee engagement and retention.

Termination and probation

Termination of contracts in Guyana is regulated by the Termination of Employment and Severance Pay Act. The process and severance pay depends on if the termination is with or without notice.

With notice: Either the employer or employee may terminate the contract by providing written notice. The notice, both from the employer or the employee, must be given at least:

• Two weeks in advance for employees with less than one year of service with the company.
• One month in advance for employees with one year or more of service with the company.

Without notice: Allowed only for urgent causes, such as gross misconduct. Employers must provide a clear, justifiable reason for this type of dismissal.

Severance pay

In Guyana, Severance pay is mandatory and is calculated based on the employee’s length of service. Check the table below:

Expired vacation and payment in lieu of notice must also be included in the severance pay.

Notice period

Employees are expected to work during the notice period, except when specified otherwise. Benefits and remuneration are supposed to be paid as usual.

Employers may choose to compensate the employee instead of requiring them to work during the notice period. This arrangement is known as payment in lieu of notice.

Probation period

The probation period in Guyana is usually three months and is regulated in the Termination of Employment and Severance Act, although it is possible to extend the period when agreed. Regarding termination, both employee and employer can end the contract without notice.

Mobilising global talents in Guyana 

Expanding operations to Guyana often involves relocating international employees or contractors. To ensure a smooth and compliant mobilisation process, companies must consider key areas such as relocation logistics, visa requirements, tax obligations, and government authorisations.

Relocation

Relocating to Guyana requires careful planning, especially for professionals in industries like oil and gas, mining, and infrastructure. Employers typically support relocation by offering:

• Temporary housing or accommodation allowances
• Transportation support
• Cultural orientation and local integration assistance

Guyana’s growing expat community is concentrated in Georgetown and surrounding regions, where international schools, healthcare facilities, and housing options are more accessible.

Visa and Work Authorisation in Guyana

Foreign nationals must obtain both a work visa and a work permit to legally work in Guyana.

Work Visa

The work visa must be secured before entering Guyana for employment. It requires a valid passport, job offer and supporting documentation and is typically sponsored by the employer. This document is issued by the Ministry of Home Affairs, that handles both visa and immigration.

How long does it take to get a work visa in Guyana?

A work visa application typically takes four weeks to process, though this timeframe may vary during peak seasons or periods of high workload.

Work Permit (Landing Permit for Employment)

The work permit is the document that authorises the individual to legally work in Guyana and is issued by the Ministry of Home Affairs after arrival.

This requires submission of:

• Employment contract
• Police clearance
• Medical certificate
• Approval from the Ministry of Labour

Employers are responsible for initiating and managing the application process for both documents. Working without proper authorisation may result in penalties or deportation.

Taxes

Foreign employees working in Guyana are generally subject to local income tax and social security contributions, unless exempted by a bilateral agreement. Employers must register foreign workers with:

• Guyana Revenue Authority (GRA) for income tax
• National Insurance Scheme (NIS) for social security

Income tax is deducted at source, and contributions are mandatory for all legally employed individuals.

Government authorities

Mobilisation processes are overseen by several key government bodies:

• Ministry of Home Affairs – Visa and immigration
• Ministry of Labour – Employment authorisation
• Guyana Revenue Authority (GRA) – Tax registration
• National Insurance Scheme (NIS) – Social security compliance

What are my options for hiring employees in Guyana?

If you’re planning to expand your business into Guyana, Airswift is ready to support you with comprehensive solutions that ensure compliance with local regulations. We provide expert assistance in employment law, legal compliance, tax obligations, workplace safety, permits, and other essential HR solutions.

Our goal is to protect your business from compliance risks, so you can focus on your company’s growth and strategic objectives.

With our deep understanding of the Guyanese market, we are well-positioned to help your organisation navigate expansion challenges efficiently and cost-effectively.

Talent acquisition

Securing the right talent is crucial for business success. Airswift’s local talent acquisition specialists can help you identify candidates who are the best fit for your company’s culture and needs. We maintain a robust database of highly skilled professionals and contractors, offering flexible staffing options for both short-term projects and permanent roles.

Whether you need temporary project staff or long-term employees, our tailored recruitment solutions ensure you find the right people quickly and effectively. Our team works closely with your organization to understand your requirements and deliver candidates who align with your business goals.

Employer of record

If you want to hire employees in Guyana without establishing a local legal entity, Airswift can act as your Employer of Record (EOR). This service allows you to recruit and onboard talent in Guyana without the need for a physical office or local company registration.

As your EOR partner, Airswift manages essential administrative functions such as payroll, tax compliance, statutory benefits, and onboarding. This ensures your hiring process is streamlined and fully compliant with Guyanese laws, freeing you to concentrate on your core business operations.

Although the information provided has been produced from sources believed to be reliable, Airswift makes no warranties, whether express or implied, regarding the accuracy, adequacy, completeness, legality, or reliability of any information herein. Accordingly, there shall be no liability attached to the use of the information herein, howsoever arising. For the latest information and specific queries regarding particular cases, please contact our team.