Guide to Hiring in Trinidad and Tobago

Employment trends and job market analysis

The Republic of Trinidad and Tobago is a country located in the Caribbean Sea, off the coastal limits of South America, near the northeast of Venezuela and northwest of Guyana. Its small territory has a size of 5.128 square kilometres, consisting of two twin islands that give the country its name and 21 smaller ones.

Trinidad and Tobago’s economy relies heavily on the energy industry. The country is the largest oil and natural gas producer in the Caribbean and companies such as BP, Shell, The National Gas Company of Trinidad and Tobago, EOG and BHP are part of their market. Tourism and manufacturing are also relevant sectors to the country, which recorded a Gross Domestic Product (GDP) of 49.180 billion dollars in 2024, according to the International Monetary Fund.

With a diverse cultural heritage, Trinidad and Tobago population size is 1.502 million people and is composed by African, East Indian, White and Indigenous people. Trinidad and Tobago’s official language is English and, regarding the educational system, the literacy rate reaches 98% and primary completion rate is 85%.

Despite its small size, Trinidad and Tobago presents distinctive opportunities for businesses seeking to leverage its rich natural resources and vibrant cultural landscape.

Labour laws in Trinidad and Tobago

Employers must comply with the following key labour laws when hiring international employees in Trinidad and Tobago:

Occupational Safety and Health Act

Requires employers to provide a safe and healthy work environment for employees. It covers requirements around worker training, personal protective equipment, and reporting workplace accidents and illnesses.

Retrenchment and Severance Benefits Act

Regulates the process for terminating employees, including requirements around notice periods, severance pay, and retrenchment procedures.

Maternity Protection Act

Outlines maternity leave entitlements, maternity benefits, and job protection for pregnant employees and new mothers.

Industrial Relations Act

Covers workers' rights to form and join trade unions, collective bargaining, and procedures for addressing industrial disputes.

Employment Standards (Minimum Wages) Act

Establishes the legal minimum wage and working conditions across various sectors. Employers must ensure compliance with wage orders relevant to their industry.

Income Tax Act & National Insurance Act

Although not strictly labour laws, these acts govern mandatory payroll deductions, including income tax, health surcharge, and national insurance contributions, which employers must manage correctly.

Payroll, taxes and social security

National Insurance Scheme (NIS)

The social security contribution in Trinidad and Tobago is made through NIS and is mandatory for both employers and employees. The programme covers benefits such as retirement pension, invalidity pension, maternity and sickness benefit.

The current NIS contribution rate is 13.2% of the employee’s weekly earnings, divided as follows: two-thirds paid by the employer and one-third paid by the employee.

For example, in the highest earning band (weekly earnings of TTD 3,138 or more, equivalent to a monthly income above TTD 13,600), the total weekly NIS contribution is TTD 414.30, of which TTD 276.20 is paid by the employer and TTD 138.10 by the employee.

Employer contributions

Employers in Trinidad and Tobago are legally required to contribute to the National Insurance Scheme (NIS), covering two-thirds of the total 13.2% contribution rate, calculated based on the employee’s weekly earnings band.

Employee contributions

Employees in Trinidad and Tobago must contribute one-third of the total 13.2% NIS rate, deducted from their weekly earnings according to the applicable income band.

The health surcharge is a mandatory tax for employees with the means to support the public healthcare system in Trinidad and Tobago and is managed by the Inland Revenue Division (IRD).

Income tax rates:

Trinidad and Tobago’s income tax rate for individuals varies in the amount of earnings, from 25% or 30%. However, the first TTD 90.000 thousand are exempt from tax. The amount is deducted from the employer under the Pay as You Earn (PAYE) system.

Minimum wage

The national minimum wage of Trinidad and Tobago is set at a TTD 20.50 hourly rate, since 1 January 2024 according to the Minimum Wages Act Chapter 88:04. The monthly salary reaches TTD 3,553.33, which is approximately USD 520 per month and USD 6.250 annually.

Working hours

The standard working hours in Trinidad and Tobago consist 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

Overtime rates in Trinidad and Tobago were formalized under the Minimum Wages Order of 2014. The law establishes a tiered payment system based on the number of hours worked beyond the standard eight-hour shift.

In general cases, for the first four hours of overtime, employees must be paid at 1.5 times their regular hourly rate. For the next four hours, the rate increases to 2 times the hourly rate and any time beyond eight hours in a single day must be compensated at 3 times. See below how overtime must be paid in specific cases:

• 10 hours on a working day of four days a week: 1.5x the hourly rate in the first four hours, 2x the hourly rate in the next four hours and, thereafter, 3x the hourly rate.
• Time worked on a day off: 2x the hourly rate in the first eight hours and any work beyond that must be rated 3x the hourly rate.
• When Sunday is a regular day of work: the same general rule.
• When Sunday is not a regular day of work or when it is a public holiday: 2x the hourly rate in the first eight hours and, after that, 3x the hourly rate.
• Overtime beyond the forty-hour working week: 1.5x the hourly rate in the first four hours, 2x the hourly rate in the next four hours, and, thereafter, 3x the hourly rate.

Employee benefits

Mandatory employment benefits in Trinidad and Tobago are those required by law, such as social security, maternity leave, sickness leave, overtime pay, notice period, and severance pay. However, it is highly recommended that companies that wish to attract high-quality employees invest in additional benefits, such as:

• 13th-month salary
• Performance bonuses
• Private health insurance
• Transport or meal allowances
• Paternity leave
• Housing or relocation assistance

Types of leaves available

Annual leave

Annual leave entitlements in Trinidad and Tobago are governed by employment contracts, collective agreements, and sector-specific wage orders. There is no universal statutory minimum for annual leave, but common practices include 10 to 14 working days of paid vacation per year for full-time employees. Workers usually need to complete one year of service to qualify for annual leave. Sectors such as hospitality and industry may have specific regulations under wage orders.

Sick leave

Similar to annual leave, sick leave in Trinidad and Tobago is not standardized and is regulated by employment contracts, collective agreements, and wage orders for specific industries. Generally, employees are entitled to up to 14 paid sick days per year. It can be fully paid or partially paid by the employer, depending on the agreement. A medical certificate is usually asked for absences longer than two consecutive days.

Maternity leave

Maternity leave, unlike annual leave and sick leave, has its own universal statutory minimum regulated by the Maternity Protection Act, Chapter 45:47. Pregnant workers are entitled to fourteen weeks of maternity leave, while the employer must pay one-month full wage and two months half salary during this period.

Leave may start up to six weeks before the anticipated due date, as verified by a medical certificate. However, the employee can choose to begin the maternity leave closer to the date of birth. Employees must return to work no later than 14 weeks following the conclusion of their maternity leave.

The act also protects the women’s job position, prohibiting employers from terminating contract due to pregnancy or maternity leave. Employees are entitled to return to work to their same or equivalent position after leave.

Insured women can also receive the Maternity Allowance and Maternity Grant from NIS, if they meet the criteria.

Public holidays

• New Year’s Day – January 1
• Spiritual Baptist Liberation Day – March 30
• Good Friday – Date varies (Christian calendar)
• Easter Monday – Date varies
• Indian Arrival Day – May 30
• Corpus Christi – Date varies
• Labour Day – June 19
• Emancipation Day – August 1
• Independence Day – August 31
• Republic Day – September 24
• Diwali – Date varies (Hindu calendar)
• Christmas Day – December 25
• Boxing Day – December 26
• Eid-ul-Fitr – Date varies (Islamic calendar)

Attracting talent in Trinidad and Tobago

With continued demand for skilled professionals in Trinidad and Tobago’s energy, engineering, and technology sectors, companies must focus on employer branding, community engagement, and inclusive hiring practices. The country’s well-established oil and gas industry, combined with a growing interest in renewables and digital transformation, makes it essential for employers to offer competitive packages and a supportive, future-focused work environment.

Employer branding

A compelling employer brand is key to attracting top STEM talent in Trinidad and Tobago. Clearly communicating your company’s mission, values, and workplace culture helps candidates envision themselves as part of your team.

Highlighting employee success stories, technological innovation, and your company’s involvement in sustainability or community initiatives can strengthen your reputation and make your organisation more attractive to high-performing professionals.

Community engagement

Trinidad and Tobago’s workforce values companies that are socially responsible and locally engaged. Organisations that invest in STEM education programs, environmental sustainability, and youth employability initiatives are more likely to build trust and loyalty among local talent.

Being recognised as a company that gives back to the community can be a key differentiator in a competitive hiring landscape, especially in the energy sector, where community impact is closely watched.

Cultural and linguistic diversity

Trinidad and Tobago is a multicultural society with a rich blend of Afro-Trinidadian, Indo-Trinidadian, European, and Indigenous influences. English is the official language, making communication seamless for international teams.

Promoting inclusive work environments and encouraging cross-cultural collaboration can help attract candidates who value diversity, innovation, and global exposure.

Hiring best practices in Trinidad and Tobago

Trinidad and Tobago offers a highly skilled and English-speaking workforce, particularly in STEM fields such as energy, engineering, ICT, and manufacturing. The country’s strong educational infrastructure, multicultural society, and established oil and gas industry make it an attractive destination for sourcing technical talent.

Key strategies for attracting talent in Trinidad and Tobago

Understand local talent needs

The energy sector remains a dominant force in Trinidad and Tobago’s economy, creating demand for professionals in petroleum engineering, process engineering, environmental science, and data analytics. Recruiters should tailor job postings to highlight technical challenges, project scope, and career growth opportunities that resonate with professionals.

Offer competitive compensation and benefits

To attract top-tier STEM talent, especially in energy-related roles, employers should offer:

• Salaries aligned with industry benchmarks
• Health insurance
• Paid annual and sick leave
• Flexible work arrangements and international project exposure

Highlighting these benefits helps position your company as an employer of choice in a competitive market.

Invest in career development

STEM professionals value continuous learning and technical advancement. Companies can offer career development opportunities to retain talents, including specialized training, mentorship programs, and clear career progression pathways.

Foster an inclusive and innovative workplace

Trinidad and Tobago’s multicultural society values collaboration, respect, and diversity. Employers should:

• Celebrate cultural diversity within teams
• Encourage open communication and knowledge sharing
• Promote inclusive leadership and gender equity in STEM
• Support sustainability and digital transformation initiatives

These practices not only enhance employee engagement but also strengthen your brand in the local talent market.

Onboarding process in Trinidad and Tobago

While Trinidad and Tobago does not have specific legislation governing onboarding, it is considered best practice to provide new hires with a structured and compliant introduction. This should include job responsibilities, working hours, compensation and benefits package, company policies and procedures, and code of conduct and safety protocols (especially important in energy and engineering roles).

A clear onboarding process helps set expectations, ensures compliance with labour laws, and builds a strong foundation for employee engagement and retention.

Termination and probation

Termination process in Trinidad and Tobago is regulated by the Retrenchment and Severance Benefits Act, Chapter 88:13, and depends on terms specified on collective agreements or employment contracts. The notice period and the severance pay also vary on the reasons behind termination.

Notice period

The notice period in Trinidad and Tobago starts 45 days before the proposed date of termination.

Severance pay

According to the Retrenchment and Severance Benefits Act, Chapter 88:13, the minimum severance pay depends on the number of years of service performed by the employee.

One year to five years: one-half month’s salary per year for monthly-rated employees. Two weeks’ pay per year of service for hourly, daily or weekly workers.

Five years or more: three-quarters of a month’s payment per year for monthly-paid workers. Three weeks’ pay per year for hourly, daily or weekly employees.

Probation period

Trinidad and Tobago does not have specific legislation regulating probatory periods. Because of that, it is important to highlight the terms in the employment contract. However, it is common that this period usually lasts from three to six months.

Mobilising global talents in Trinidad and Tobago

When expanding into Trinidad and Tobago, companies often need to transfer international staff or contractors to support new operations. To ensure a seamless and compliant transition, it’s essential to address critical areas such as employee relocation, immigration procedures, tax compliance, and engagement with local regulatory bodies.

Relocation

Relocating foreign professionals to Trinidad and Tobago involves several practical and legal considerations. The country offers a relatively smooth transition for immigrants, especially in sectors like energy, finance, and engineering.

• Housing: Available in urban areas like Port of Spain and San Fernando. Rental prices vary based on location and amenities.
• Healthcare: Public healthcare is available, but private health insurance is recommended for expatriates.
• Education: International schools are available, particularly in Port of Spain.
• Cost of Living: Moderate compared to other Caribbean nations; imported goods can be expensive.
• Safety: Generally safe, but companies should provide orientation and support for new arrivals.

Visa and work authorisation in Trinidad and Tobago

Foreign nationals must obtain both a work permit to legally work in Trinidad and Tobago. Usually, the visa is issued with the work permit. During this process, the employer must demonstrate that the position could not be filled by local talents to bring a non-national to the country.

Work permit

Issued by the Ministry of National Security, a work permit allows a foreign national to engage in employment within the country. It is usual that employers initiate this process and pay for document fees. The application should be submitted at least six weeks before the employee's start date, and the authorities require:

• Covering letter by the employer
• Complete application form
• Additional forms, if applicable
• Valid passport
• Character references
• Police clearance from home country
• CV and proof of qualifications
• Passport-size photo
• Application fee
• Proof of advertisement for the position

Government authorities

Mobilising talent to Trinidad and Tobago involves coordination with several key agencies:

• Inland Revenue Division (IRD) – Tax registration and compliance
• Ministry of National Security – Work permits and immigration
• National Insurance Board (NIBTT) – Social security contributions
• InvestTT – Support for foreign businesses and investors

What are my options for hiring employees in Trinidad and Tobago?

For businesses looking to attract top talents in Trinidad and Tobago, Airswift offers a range of solutions designed to simplify the hiring process while ensuring full compliance with local labour laws. With deep expertise in the region and a proven track record, we help companies reduce the risks associated with recruitment and onboarding, allowing you to focus on growing your business while we handle the administrative complexities.

Talent acquisition

Hiring the right people is critical to business success, especially in a competitive market like Trinidad and Tobago. Airswift provides access to local talent acquisition specialists who understand the nuances of the workforce and can source high-quality candidates across industries.

We offer:

• Contract hiring for short-term projects and flexible staffing needs, ensuring speed without compromising quality.
• A robust database of pre-vetted contractors, ready to support your projects and operations.
• Permanent recruitment services to connect you with the best professionals in Trinidad and Tobago who match your long-term goals.

Employer of record

If you're expanding into a new market but prefer not to establish a local entity, our Employer of Record (EOR) in Trinidad and Tobago is the ideal solution.

With Airswift as your EOR:

• You can legally hire and manage employees in Trinidad and Tobago without setting up a physical office.
• We take care of payroll, statutory benefits, tax compliance, and employment contracts.
• You maintain control over day-to-day operations while we handle the backend, ensuring full legal compliance and operational efficiency.

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.